XpertHR > Employment Law > Reference Manual > Employee rights: Continuous employment

You are currently viewing: Employment Law > Reference Manual > Contents

XpertHR's unique online legal reference manual for HR professionals has been produced in association with LexisNexis Butterworths Tolley. It provides accessible and constantly updated guidance on employment law, tailored to the needs of the HR professional.

Continuous employment

Now viewing section Continuous employment in chapter Employee rights

Back to chapters

Navigate the reference manual by selecting chapters and sections, by searching or by using the index. >more

Contents

Index

Continuous employment

Data protection

Grievance procedures

Disciplinary rules and procedures

Guarantee payments

Holiday and holiday pay

Hours of work

Sunday working for shop and betting workers

Human Rights Act 1998

Insolvency of employer

Inventions, patents and copyright

Right to request flexible working

Pregnancy and maternity rights

Paternity and adoption rights

Parental leave

Part-time workers

Temporary workers

Posted workers

Public interest disclosures

Rest breaks and rest periods

Time off work

Transfer of undertakings

Victimisation

Key differences in Scotland and Northern Ireland

Useful addresses

You must log in before you can read reference manual sections. click here to log in.

Updating author: Darren Newman

On this page:
Summary
Future developments
Action point checklist
Key references
Questions and answers
Continuity of a period of employment
Beginning and end of a period of continuous employment
Weeks that count
Breaks in employment that count
Industrial disputes
Reinstatement after military service
Employment outside Great Britain
Special provisions for redundancy payments
Continuity and a change of employer
Qualifying periods for statutory employment rights

Summary

3.1

Qualification for many statutory employment rights is dependent on the employee having been continuously employed for a specific period. (See 3.12 Qualifying periods for statutory employment rights)
A person is treated as being in continuous employment if he or she is employed under a contract of employment.

Top

To read the rest of this article you must log in:

Subscriber Login
Existing subscribers log in here.

Username:

Password:

Forgotten password?
request email reminder

Other access problems
email help desk
or call: 0845 671 1110

Athens Users

> Take the tour

> Book a demonstration

> Subscribe Now!

© Reed Business Information Ltd Terms & Conditions | Privacy Policy
XpertHR is designed to work consistently across a range of browsers, including Internet Explorer,
Mozilla Firefox, Opera and Safari. If you find bugs in our site, please contact us. We appreciate feedback.

This Item:

Save this item

Email this item to a colleague

Open printer friendly version