Employment rights in Eastbourne:

Whether you are in full-time employment, working part time, or on a zero-hours contract, you have rights at work. Here is what they are and what to do if they are not being respected.

Eastbourne’s economy includes a significant proportion of jobs in hospitality, retail, care, and seasonal tourism, sectors where zero-hours contracts and part-time work are common, and where workers are sometimes unaware of the protections they have. At Citizens Advice Eastbourne, employment is one of the most frequent reasons residents contact us for help, covering everything from unpaid wages and unfair dismissal to disputes about holiday pay and redundancy.

Employment law has also been changing. The Employment Rights Act 2025, which received Royal Assent in December 2025, is bringing in a significant programme of reforms across 2026 and 2027. Some changes are already in force. Others, particularly those affecting zero-hours contracts, are still being finalised. This article explains the rights you have now and what is changing.

Your right to be paid correctly

Every worker in the UK has the right to be paid at least the National Minimum Wage or National Living Wage, regardless of their contract type. From April 2026, the National Living Wage (for workers aged 21 and over) is £12.21 per hour.

Common situations where workers are underpaid without realising it include:

• Being paid a flat rate that does not account for all hours worked, including unpaid time at the start or end of a shift

• Tips or gratuities being counted towards your wage (employers are not permitted to use tips to make up the minimum wage)

• Deductions from wages for uniforms, tools, or equipment that bring your effective hourly rate below the minimum

• Not being paid for mandatory training time

If you believe you are being paid less than you are legally entitled to, Citizens Advice can help you work out whether that is the case and what steps you can take. You are legally protected from unfair treatment or dismissal if you raise a concern about your pay.

Source: Citizens Advice: Getting paid less than minimum wage or living wage

Your right to paid holiday

Most workers are entitled to at least 5.6 weeks of paid holiday per year. For someone working five days a week, that is 28 days, including bank holidays. If you work part time, your entitlement is calculated on a pro-rata basis.

Holiday pay is one of the most common areas where workers are shortchanged. If you regularly work overtime, your holiday pay should reflect your average earnings, including that overtime, not just your basic pay rate. If you leave a job mid-year and have not taken all your holiday entitlement, your employer must pay you for the days you have accrued but not used.

Citizens Advice has a step-by-step guide to checking your holiday entitlement and what to do if your employer refuses to pay it correctly.

Source: Citizens Advice: Check if you can get paid holiday

Zero-hours contracts: what is changing

Zero-hours contracts are widely used in Eastbourne’s hospitality, care, and seasonal tourism sectors. Under the Employment Rights Act 2025, new protections for people on zero-hours and low-hours contracts are being introduced, though the full implementation will happen in 2027 following a government consultation that closes in August 2026.

What is already in force from April 2026:

• From April 2026, employers must keep records of annual leave and holiday pay for all workers, including those on zero-hours contracts

• Dismissal for reasons related to industrial action became automatically unfair from February 2026

What is coming from 2027 (subject to final regulations):

• Employers will be required to offer workers on zero-hours contracts a guaranteed-hours contract that reflects the hours they have regularly worked over a reference period (expected to be 12 weeks)

• Workers will have the right to reasonable notice of shifts

• Workers will be entitled to compensation if a shift is cancelled, moved, or cut short at short notice

Zero-hours contracts are not being banned. Workers will be able to choose whether to accept a guaranteed-hours offer or remain on their current arrangement. However, the employer must make the offer.

If you are on a zero-hours contract and have questions about your current rights or the upcoming changes, Citizens Advice Eastbourne can advise you.

Source: Acas: Employment Rights Act 2025

Your right not to be unfairly dismissed

If you have worked for your employer for at least two years, you have the right not to be unfairly dismissed. Your employer must have a legally valid reason for dismissing you and must follow a fair procedure.

In some circumstances, a dismissal is automatically unfair regardless of how long you have worked there. These include being dismissed for:

• Asserting a legal right, such as asking to be paid the minimum wage or requesting legal minimum holiday

• Whistleblowing, including reporting unlawful activity or health and safety concerns

• Reasons related to pregnancy, maternity leave, or family leave

• Taking part in trade union activities

• A protected characteristic under the Equality Act, such as disability, age, or race

From October 2026, the time limit for making most employment tribunal claims will increase from three months to six months, giving workers more time to seek advice and take action if they believe they have been dismissed unfairly.

Source: Citizens Advice: Check if your dismissal is unfair

Your rights if you are made redundant

If you have worked for your employer for at least two years, you are entitled to statutory redundancy pay. The amount depends on your age, your weekly pay, and the number of years you have worked for the employer.

Your redundancy is automatically unfair if your employer chooses you because you have used your employment rights, made a health and safety complaint, or because of a protected characteristic such as age, disability, or the fact that you work part time. Being made redundant while pregnant or on maternity leave can also constitute automatic unfair dismissal.

If you have been selected for redundancy and are unsure whether the process has been handled fairly, Citizens Advice Eastbourne can help you assess your position and decide whether to challenge it.

Source: Citizens Advice: Check if your redundancy is fair

What to do if things go wrong at work

If you believe your employment rights are not being respected, here are the steps to take:

1. Keep records. Write down dates, times, and what happened. Keep copies of payslips, contracts, and any written communication with your employer.

2. Raise it with your employer. In many cases, raising the issue informally or through a formal grievance procedure is the first step. Citizens Advice can help you prepare for this conversation.

3. Contact Acas. Acas provides free, impartial guidance on workplace disputes and runs an early conciliation service that is usually required before an employment tribunal claim can be made.

4. Seek advice early. Time limits for employment tribunal claims are strict. For most claims the current limit is three months less one day from the date of the event. Do not wait.

5. Contact Citizens Advice Eastbourne. We can help you understand your rights, assess the strength of your case, and advise on next steps.