CONSTRUCTION WORKERS: YOUR RIGHTS IN THE UNITED KINGDOM

The UK has a NMW and you should not be paid below this. As of April 1st, 2020, if you are aged 25 and over, you are entitled to a minimum wage of £8.72 per hour, if you are aged 21-24 years old, you are entitled to £8.20 per hour and if you are aged 18-20 years, you are entitled to £6.45 per hour.  

If you work overtime, your employer must pay you for the additional time you have worked, and your average pay for the total of hours you have worked must not fall below the NMW. 

If you have a pre-existing condition or are feeling ill, you should not be made to work or be denied sick pay. Those who earn more than £118 per week will be entitled to Statutory Sick Pay (SSP). You can also claim SSP if you are self-isolating because a member of your household has the virus. 

If you miss four or more consecutive days off work due to sickness, your employer might ask you to provide proof of illness. You can self-certify your illness here. 

Important: There is no cost to those looking for diagnosis or treatment of Covid-19. This applies to all persons, regardless of their immigration status. There is no need to check migratory status for foreign people who are only being tested or under treatment for Covid-19. 

For any other health issues, you can register with a General Practice (GP). NHS Accident and Emergency services (A&E) will provide assistance for urgent health issues, and they will not charge there and then, but you may incur a debt if admitted for further care. 

If you have any healthcare needs which are not related to Covid-19 or are having problems receiving healthcare, you can contact Doctors of the World. 

If you work more than six hours in a day, you must be given a break of twenty minutes. You must also be given one day off per week, or two days every two weeks.  

You should not have to work more than 48 hours a week, including overtime, unless you have chosen to do so. If you agreed to work more than 48 hours in the past, you can change your mind at any point by letting your employer know. 

Before starting any job, you must receive a contract or written statement outlining the terms of your employment. This includes a clear description of what you will be doing, where and when you will be working, how much you will be paid, when you will be paid and the breaks and holiday you can take. 

Even if companies are hiring for ‘urgent’ or ‘immediate start’ jobs, they still must give you a contract before starting. 

Your employer must provide you with a payslip which tells you how many hours you have worked and how much you were paid. It should also tell you if any deductions have been taken from your wages. 

Any deductions to your pay should be listed clearly in your pay slip. It is common to have deductions for tax and National Insurance. Other deductions, for example for travel or food, may not be legal.  

Your employer may suggest you can receive less than the NMW due to money you owe them or things they are offering you such as accommodation or food. If your employer is taking money from your wages, it should be detailed in a contract in a language that you understand.

Your employer is responsible for your health and safety at work, this includes protecting you from being exposed to Covid-19. You should be provided with health and safety training and free Personal Protective Equipment (PPE), which might include face masks, plastic gloves, and handwash.  Your employer must also clean the workplace regularly and ensure that teams remain the same to reduce the chance of spreading the virus. 

If you have worked for your employer for longer than a month but less than two years you should not be dismissed or asked not to go to work without a week’s notice. If your employer tells you not to come to work during your notice period, then they still have to pay you for it. Equally, if you have been employed with the same company for more than two years, you cannot be dismissed without a reason. 

You should not be dismissed for reporting any rights issues, such as not receiving a contract, asking for PPE, not receiving the minimum wage, or discrimination. 

Your hours should not be reduced without your consent and any changes to your contract must be agreed upon by you. If you are on a zero-hours contract this may not apply to you, but you can seek advice here.