Employment Law Quiz

Employment legislation covers all areas of day-day business activities. This includes what employers can and cannot do in regard to employment contracts, recruitment, wages, dismissals, employee rights and working hours.

All employers – no matter what size – must ensure they comply with UK employment legislation, failure to do so can expose your business to costly employment tribunal claims. Test your knowledge here (answers at the bottom – no cheating!)

(1) When does a contract of employment begin?
  • The first day of employment
  • As soon as the candidate has accepted the job
  • When the candidate has been offered an interview
(2) What age is an employee entitled to the National Living Wage?
  • 16
  • 21
  • 25
(3) What are employees not entitled to?
  • The right to not be discriminated against
  • The right to a safe working environment 
  • The right to 7 weeks paid holiday
  • The right to not be harassed bullied or victimised 
(4) How many weeks of statutory maternity pay is a pregnant woman entitled to?
  • 5
  • 39
  • 52
  • 36
(5) If an employee has a disability, what must the employer do?
  • Make reasonable adjustments 
  • Dismiss them
  • Avoid discussing the subject with the employee
(6) An employee should be paid for all unauthorised overtime
  • True
  • False
(7) What is the current National Minimum Wage Rate for employees aged 21 and over?
  • £6.47
  • £7.38
  • £8.91
  • £10.05
(8) Can an employee claim they have been sexually discriminated against if they have only been employed by the company for 6 months?
  • Yes
  • No
(9) What is constructive dismissal?
  • An act of employment termination made without good reason or contrary to the country’s specific legislation
  • A situation in which an employee’s contract of employment has been terminated by the employer, where the termination breaches one or more terms of the contract of employment, or a statute provision or rule in employment law
  • When an employee terminates the employment relationship in response to the employers behaviour towards them











(1) A contract starts as soon as an offer of employment is accepted. Starting work proves that you accept the terms and conditions offered by the employer.

(2) 25. From April 2018, individuals aged 25 and over are entitled to £7.83ph.

(3) An employee is not entitled to 7 weeks paid annual leave.

(4) If an employee qualifies for Statutory Maternity Pay (SMP) it is paid for a maximum period of 39 weeks. It is paid: for the first six weeks at 90 per cent of their average gross weekly earnings with no upper limit. for the remaining 33 weeks at the lower of either the standard rate of £140.98 or 90 per cent of their average gross weekly earnings.

(5) It is an employers duty to make reasonable adjustments to allow disabled employees to carry out their work activities with ease.

(6) True

(7) £7.38

(8) Yes

(9) Constructive dismissal occurs when an employee terminates the employment relationship in response to the employers behaviour towards them.

Launch of Our New Website

Employment Law Services (ELS) is proud to announce the launch of our new website which coincides with our expanding role as a leading provider of Employment Law and HR Services for UK employers.

We’re confident our new website will provide users with an easier way to learn about our multi-award winning Employment Law and HR Services and enable them to quickly access the various resources we offer to UK businesses such as our popular SME Employer Toolkit – https://employmentlawservices.com/employment-law-advice/sme-employer-toolkit/

We will continue to provide timely Employment Law Updates and News via our blog and visitors to the site can subscribe to our Free HR Advice guides and e-bullitns and connect with us via social media using the integrated social media buttons.

We hope you find the new website useful as a reliable source of Employment Law information and a valuable resource for those requiring Employment Law Advice and Support.

How hot is too hot to work?

It doesn’t happen often, but when the country swelters in rising temperatures, it’s not everyone’s idea of fun.

Hot weather is great if you are lying on a beach or in your back garden, but not necessarily in the workplace. The Chartered Institute of Building Services have recommended the following temperatures:

Heavy work in factories: 13°c
Light work in factories: 16°c
Hospital wards and shops: 18°c
Offices and dining rooms: 20°c
Temperatures that differ substantially from this can pose a health and safety risk on the employee. When the workplace gets too hot it is more than just an issue of comfort. If employees get too hot, they risk dizziness, fainting and even heat cramps. High temperatures also mean that there is an increase in the likelihood of workplace accidents due to reduced concentration; slippery, sweaty palms, as well as an increase of discomfort of personal protective gear which can result in reduced protection through inappropriate usage or non-usage.

Employees at greater risk of heat stress include those over the age of 65, those who have medical conditions such as, obesity, high blood pressure or heart diseases and those that take medications that may be affected by extreme heat.

Legal position

The law says that an employer must provide a working environment which is as far as reasonably practical, safe and without risks to health. As well as this, employers should assess risks and introduce any necessary prevention or control measures.

There is no maximum temperature for workers, although the Workplace (Health, Safety and Welfare) Regulations state the temperature inside workplace buildings must be ‘reasonable.’ However, there is no consensus over what “reasonable” is and many workers are forced to work in temperatures which are not only uncomfortable, but which could damage their health.

The lack of legal maximum has been seen as a major problem. The Approved Code of Practice does set a minimum temperature along with guidance on how it can be achieved, however, no maximum. Because of this, health and safety representatives often find that employers refuse to accept arguments that they have to take action on high temperatures, yet, far more inclined to take action when it gets too cold.

The Approved Code of Practice sets out a few examples of what action employers can take to ensure a reasonably comfortable temperature when working, including:

insulating hot plants or pipes
providing air cooling plants
shading windows
sighting workplaces away from places subject to radiant heat

If this fails, the Code of Practice states further that employers should install cooling systems, increase ventilation or install fans.

What next?

While these regulations provide some guidance for employers, the lack of guidelines may well be exposing employees to a higher risk of heat stress.

In conclusion, it would appear that by maintaining a comfortable temperature in the work place will benefit both the employer and employee. Employees are able to continue working well in a comfortable environment and employers achieve a happy and productive workforce.

How can Employment Law Services (ELS) help?

If you are an employer who requires assistance with any of the issues raised in this blog contact us today for your free consultation 0370 218 5662.