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Ciao Luisa, qui di seguito dovrai scrivere la traduzione in italiano dei seguenti termini e li dovrai imparare.
Employee=
Self employed=
regular hours=
to carry out work=
to be allowed=
wages=
National Insurance=
Taxes=
tools=
equipment=
contract of employment=
trade Union Official=
Union Rep=
National Minimum Wages=
Unlawful deduction from wages=
Annual Leave=
statutory minimum length of rest break=
Accident at work=
Average working hours per week=
wrongdoing in the workplace=
whistle blowing=
grievances=
Disciplinary actions=
Statutory sick pay=
pregnant=
Maternity leave=
Paternity Leave=
Notice period=
Dismissal=
unfair dismissal=
Flexible working=
Time off=
redundancy=
Statutory=

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https://www.tuc.org.uk/employment-status-and-rights

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If you are on a zero-hours contract you are likely to be entitled to workers' rights. But many zero-hours contract workers will also be 'employees'. It will depend on your personal working pattern. It is always a good idea to check with your union which rights you may qualify for.

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https://www.tuc.org.uk/pay-guidance

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​​ ​​National Insurance and tax

Every worker in the UK has a National Insurance number. This is a personal number issued by the government that you need to work legally. It is used to keep track of social security contributions.

You will also have to pay income tax on earnings above a certain threshold. Every worker in the UK has a tax code, which an employer uses to work out how much tax they should pay on your behalf. If you are starting your first job in the UK you will probably start to pay 'emergency tax' until you have been given a tax code.

If you do not have a National Insurance Number (NINO), or have been issued with a temporary one by your employer, then you should call 0845 6000643; or apply for National Insurance number.

If your employer offers to pay you only in cash without paying National Insurance or tax (known as "cash in hand"), you should talk to a trade union official as soon as possible. It is illegal to employ someone cash in hand.

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Every worker in the UK has a National Insurance number. This is a personal number issued by the government that you need to work legally. It is used to keep track of social security contributions. You will also have to pay income tax on earnings above a certain threshold.

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https://www.tuc.org.uk/rights-expecting-or-new-parents

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Translate: ​ ​ ​

​ Rights for pregnant or breastfeeding women

All workers who are pregnant or on maternity leave have the right to not to be discriminated against because of pregnancy, for example, individuals must not be disciplined for pregnancy-related sickness absence. The hirer of an agency worker must also not end an assignment because they find out a worker is pregnant.

An organisation that has pregnant workers or new mothers working in it must take steps to minimise the risk of harm to the workers or their babies.

​​Maternity pay

Some workers may qualify for 39 weeks' Statutory Maternity Pay (SMP). The first six weeks of SMP are paid at 90 percent of your normal earnings and the rest is paid at a flat rate .

If a worker does not qualify for SMP then they may be able to claim Maternity Allowance for up to 39 weeks. Maternity Allowance is paid at the flat rate for 39 weeks.

​​Additional rights for employees who are new or expectant mothers

There is a right to paid time off to attend ante-natal appointments.

The employer must take steps to protect the employee and their baby from harm in the workplace. If it is not possible to adjust their job or working conditions to minimise the risk of harm, then their employer must offer them suitable alternative work on terms and conditions that are not less favourable. If it is not possible to find them suitable alternative work, the employer must suspend the employee from work and they are entitled to be paid during the suspension.

There is a right to up to 52 weeks' maternity leave (the first two weeks of maternity leave are compulsory). Employees must not suffer any detriment or be discriminated against for seeking to take or for taking maternity leave.

If employees take 26 weeks or less maternity leave they have the right to return to the same job. If they take more than 26 weeks' leave they have the right to return to the same job but if that is not possible then they have the right to return to a suitable alternative job on similar terms and conditions.

Mothers can convert up to 50 weeks of their maternity leave into Shared Parental Leave if they and the father/her partner are eligible. Find out more about Shared Parental Leave

If employees are adopting a child and they are expected to be the primary carer they will have similar rights to leave and pay in the first year, Here is more information on adoption pay and leave.

Paternity leave rights for employees

As a new or expectant father, or as the mother's partner who is expected to be responsible for the upbringing of the child, employees have the following rights:

They have the right to unpaid time off to attend up to two ante-natal appointments.

They have up to two weeks' paternity leave to be taken around the time of the birth if they have been employed by their employer for at least 26 weeks by the fifteenth week before the expected week of childbirth.

They have up to two weeks' statutory paternity pay if they qualify for paternity leave and they have earned more than the lower earnings limit.

They may be able to take more leave to care for the child in the first year if they and the mother are eligible for Shared Parental Leave (SPL). This allows a mother to convert up to 50 weeks of her maternity leave into SPL which either partner can use in the first year.

If employees are adopting a child with their partner, they will have similar rights to leave and pay. Find out more about adoption pay and leave

Parental leave, flexible working and time off

As a working parent or carer, employees have the following rights to balance paid work with family or caring responsibilities:

Parents who are employees and have more than a year's service with their employer have the right to take parental leave to care for a child. This leave is unpaid and can be taken in blocks of one week. Parents can take a maximum of 18 weeks' leave for each child. A maximum of four weeks leave a year can be taken. The leave can be usedup to the child's 18th birthday.

Employees with more than 26 weeks' service have the right to ask their employer for flexible working.

A trade union official will be able to offer guidance on claiming these rights at work.

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Translate: ​ ​ ​ All workers who are pregnant or on maternity leave have the right to not to be discriminated against because of pregnancy, for example, individuals must not be disciplined for pregnancy-related sickness absence. The hirer of an agency worker must also not end an assignment because they find out a worker is pregnant.

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https://www.tuc.org.uk/hours-work-and-holidays

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Employees and workers have the right not to work more than 48 hours a week on average. This is calculated over a 17-week period. They may sign a clause in their contract giving up their right to work a maximum of 48 hours a week, but they may not be pressured into giving up this right.

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https://www.tuc.org.uk/health-and-safety-rights-work

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For more information on your health and safety rights see the Health and Safety Executive website .

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https://www.tuc.org.uk/dealing-problems-work

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Translate: ​​ ​ ​

Grievances

If you believe that you are being treated unfairly at work, for example you think you are being discriminated against by your employer or you don't have appropriate working conditions, speak to a trade union representative. Together, you should try to raise the matter informally either with your line manager, or a more senior manager if that is not possible.

But if that does not work, or is not appropriate, you should follow your employer's formal grievance procedure. This may involve writing to your employer explaining what makes you think you are being treated unfairly and your employer should organise a meeting to discuss your grievance. You have the right to be accompanied by a trade union official at the meeting.

If you are not satisfied with the outcome you may wish to ask for an appeal meeting. Again, you have the right to be accompanied by a trade union official.

Note: Many employers do not allow workers or self-employed workers to use grievance procedures. Talk to a trade union official for advice.

​Disciplinary action

If you are an employee and your employer decides to take disciplinary action against you, you should seek advice from a trade union official on your case and consult the disciplinary procedure in your contract.

As a minimum, a disciplinary procedure should work as follows:

Your employer should carry out an investigation if they suspect that you are underperforming or you have acted improperly to see if there is a case against you. Your employer may ask you to attend an investigatory meeting. While you don't have the right to be accompanied to an investigatory meeting, you should ask anyway as a good employer should allow it.

Your employer should then formally notify you in writing if they think there is a case against you. Your employer should invite you to a meeting, tell you that you have the right to be accompanied by a trade union official, and send you the evidence that they intend to use against you.

Your employer should then hold a face-to-face meeting with you to discuss the matter. You have the right to be accompanied at this meeting, and you should inform your employer that you wish to be accompanied. After the meeting your employer should inform you of their decision and of your right to appeal against the decision.

If you have been an employee for at least two years, your employer can only lawfully dismiss you if they can show that it was because of your ability to do your job. It is unlawful to be dismissed on the grounds of:

trade union membership or activities

health and safety

exercising your employment rights

pregnancy and maternity

discrimination.

Your employer must follow a fair procedure for dismissal. If they fail to do so, you may bring a claim against your employer for unfair dismissal. Talk to a trade union official for further advice.

Discrimination and harassment at work​

If you believe you are being bullied, harassed or discriminated against at work you should contact a trade union.

You have the right not to be discriminated against because of your race, gender, nationality, religion or belief, sexual orientation, pregnancy, maternity, age, or disability (known as the 'protected characteristics').

If you are disabled, you are entitled to extra support. An employer has a duty to make 'reasonable adjustments' to things like premises, equipment and working hours so that you are not put at a disadvantage when compared to non-disabled workers. This duty only applies if the employer knows you are disabled.

It is also unlawful to discriminate against you if you are on a fixed-term contract or you are a part-time worker.

Discrimination may include being paid less or being given worse terms and conditions than other workers or not being given a particular job.

If someone at work behaves towards you in a way that you don't want, and their behaviour is hostile, intimidating, humiliating or offensive, including unwanted sexual attention, this is known as 'harassment'. Harassment is unlawful if it relates to any of the protected characteristics.

It is also unlawful to victimise you for raising a complaint about discrimination or for helping a co-worker with a complaint.

You should write down all incidents of bullying, harassment or discrimination and keep any other related evidence, as you will need this if you have to make a formal complaint. A trade union can advise you how to make a formal complaint.

Taking a case to an employment tribunal

If you have a problem at work, a trade union should be able to help resolve it. They may also help you take your case to an employment tribunal.

Employment tribunals are a special kind of court that deal with employment issues. Most of the time the Tribunal won't get your job back but they might tell your employer to pay you compensation.

It is essential to get advice on taking a case to the tribunal from your trade union or from the ACAS helpline on 0300 123 1100. You must notify ACAS before you can take a case to the employment tribunal. ' They will offer a free 'Early Conciliation' service to advise you.

Most complaints must be made within three calendar months of the issue taking place.

You will have to pay a fee when you apply to the tribunal, and a further fee if your case cannot be settled before a hearing. If you are on a low wage and have limited savings, you can apply for your fees to be reduced. More information about claims and fees.

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Translate: ​​ ​ ​ If you believe that you are being treated unfairly at work, for example you think you are being discriminated against by your employer or you don't have appropriate working conditions, speak to a trade union representative.

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https://www.tuc.org.uk/agency-workers-1

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Translate: ​ ​

Rights for agency workers​​

Agency workers are entitled to the same rights as other ' workers '.

Agency workers on 'pay between assignment' contracts, have the same rights as ' employees '.

In addition, agency workers have the right to a written statement of terms and conditions before they start any work.

An agency may not:

charge the worker a fee simply for finding them work or putting them on their books

insist a worker buy other products or services such as CV writing, training, or personal protective equipment as a condition of using their work-finding services

withhold a workers' pay simply because they have not received payment from the organisation you worked at, or because you cannot produce a signed time sheet. It is the agency's responsibility to establish the hours that the worker actually worked.

See the TUC's agency workers guide [PDF] for more information.

Accidents at work

​​Agencies have a duty to find out about any health and safety risks in the workplace known to the organisation that is hiring an agency worker and the steps taken to prevent or control those risks. They should check that the organisation has carried out a thorough health and safety risk assessment and ensure that workers are made aware of the situation before placing them in an organisation. ​

Equal treatment

​​From the first day of work for a hirer agency, workers have rights to:

access to the same facilities as permanent staff

the same opportunities to apply for internal vacancies as permanent staff.

Once agency workers have worked in the same role at an organisation for 12 weeks they have the right to:

be paid at the same rate as permanent staff (unless you are on a 'pay between assignments' contract, see below)

the same holiday rights as permanent staff

the same working time entitlements as permanent staff. ​​

​​ ​​Agency workers: exceptions to the rule on equal treatment

Agency workers who are employed on a 'pay between assignment contract' are not entitled to equal pay even after 12 weeks' work for a hirer.

If you are an agency worker and your contract has the following characteristics,you will NOT be entitled to equal pay:

It is "permanent" and not a fixed-term contract.

It sets out the minimum pay you will receive.

It says where you will be expected to work.

It gives the hours of work you will work and states the type of work you are expected to do.

If your contract looks like this you still have a right to be paid between assignments when you are not working.

For more information refer to the TUC's agency workers guide [PDF]

A union will be able to help you to claim your rights at work if you are on this kind of contract.

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Translate: ​ ​ Agency workers are entitled to the same rights as other ' workers '. Agency workers on 'pay between assignment' contracts, have the same rights as ' employees '. In addition, agency workers have the right to a written statement of terms and conditions before they start any work.

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https://www.tuc.org.uk/join-union-2

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If you are a member of a trade union and have a problem at work, unions can offer you a representative to help you settle the issue with your with your employer. Trade unions also provide legal representation, eg.