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A downloadable guide

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Which Magazine Pages on Consumer Regulations

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Which Magazine Pages on Consumer Regulations

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Please tell us what you think of the Which? Consumer Rights website.

Your feedback is vital in helping us improve this site. All data will be treated confidentially. This survey will take approximately 5 minutes to complete.

Please take our survey so we can improve our website for you and others like you.

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Consumer Regulations and Laws - Which? Consumer Rights

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Your feedback is vital in helping us improve this site. All data will be treated confidentially. This survey will take approximately 5 minutes to complete. Please take our survey so we can improve our website for you and others like you.

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Almost all workers in the UK are entitled to be paid at least the National Minimum Wage - or the National Living Wage if you're 25 or over. This page tells you how to make sure you're being paid the right rate. It also covers common mistakes employers make when calculating the National Minimum Wage - and the difference between the National Living Wage (which is compulsory) and the Living Wage (which employers can choose to pay).
What is the National Minimum Wage?

The National Minimum Wage (NMW) is the minimum pay per hour most workers in the UK are entitled to by law.

The rate varies depending on your age and whether you're an apprentice.

Most workers who are 25 or older must be paid at least the National Living Wage (NLW), which is the highest rate of the National Minimum Wage.

National Minimum Wage and National Living Wage Rates for 2018/19

Apprentices and the National Minimum Wage

Apprentices are entitled to the apprentice rate of the National Minimum Wage if they are either:

Under 19

19 or over and in the first year of their apprenticeship

Apprentices over 19 who have completed the first year of their apprenticeship are entitled to the National Minimum Wage for their age.

Am I entitled to the National Minimum Wage?

You must be at least school leaving age (the last Friday in June of the school year in which you turn 16) to get the National Minimum Wage.

Almost all workers are entitled to the National Minimum Wage, including:

Casual workers

Part-time workers

Temporary workers

But if you're self employed or a company director, you're not entitled to the National Minimum Wage.

There are also some other types of workers who don't qualify.
See the full list of who is entitled to the National Minimum Wage on GOV.UK.
How the National Minimum Wage and National Living Wage are calculated

Deductions from your pay before National Minimum Wage is calculated

If you've paid for certain things related to your job out of your wages, your employer should deduct these payments before they calculate whether you have been paid the correct minimum wage.

These payments are:

Payments for the employer's own use or benefit - for example, if you have paid for travel between work sites

Payments for things you need for the job but aren't refunded for - such as tools, uniform or equipment

All other payments made out of your wages, such as tax and National Insurance, should be included when your employer calculates whether you've been paid the National Minimum Wage.

Minimum wage for different types of work - and what counts as working time

The National Minimum Wage is worked out as an hourly rate, but it applies even if you are not paid by the hour.

You can find out more about this and what counts as working time at the link below.
Find out more about the minimum wage for different types of work on GOV.UK
Accommodation and the National Minimum Wage

If your employer provides accommodation, they can take the value of this into account when calculating the National Minimum Wage or National Living Wage.

No other company benefit (such as childcare vouchers, meals, or a car) counts towards the National Minimum Wage or National Living Wage.
Find out more about accommodation and the National Minimum Wage on GOV.UK
What doesn't count towards the National Minimum Wage

You might be paid at a higher rate than your standard pay rate for some of the work you do - for example for working:

If you are, the premium element of pay - that is, the amount the higher pay rate exceeds your basic rate - does not count towards your minimum wage pay.

Your employer also cannot count the following towards your minimum wage pay:

However, your employer can include incentive payments or bonuses as part of your basic pay.

What to do if you think you've been paid less than the correct minimum wage

If you think you've been paid less than the correct minimum wage for your age, talk to your employer directly.

If this doesn't solve the problem, you can ask to see your payment records and make copies of them.

You can contact the ACAS helpline for free, confidential advice to help you solve your payment dispute.
Find out more about contacting the helpline on the ACAS website.
You can also make a complaint to HMRC about your employer.

If HMRC find that you've been paid incorrectly, your employer must pay you any amounts they owe you and pay a fine to HMRC for paying below the minimum wage.

What is the Living Wage?

The Living Wage is set by the Living Wage Foundation. There is a UK rate and a London rate.

The UK Living Wage is £8.75 an hour and the London Living Wage is £10.20 an hour.

The Living Wage is based on the cost of living. The Resolution Foundation (a think tank that aims to improve the living standards of low and middle-income families) calculates the rates, and is overseen by the Living Wage Foundation.

Employers don't have to pay the Living Wage, but over 3,600 employers choose to do so.

What's the difference between the National Living Wage and the Living Wage?

The National Living Wage:

is the highest rate of the National Minimum wage (currently £7.83 an hour)

is set by government

must be paid to all workers over 25

The Living Wage:

is set by the Living Wage Foundation

applies to all worker over 18

is voluntary - employers can choose whether to pay it

has two rates - a UK rate (£8.75 an hour), and a London rate (£10.20 an hour)

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Almost all workers in the UK are entitled to be paid at least the National Minimum Wage - or the National Living Wage if you're 25 or over. This page tells you how to make sure you're being paid the right rate.

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This page gives details of some of the health and safety legislation that apply to all employers and workplaces, and those extra duties that apply to workplaces with more than five employees.

Regulations relating to specific areas and activities can be found via the relevant topic page.

Quick links:

The Health and Safety Executive (HSE)

The HSE is the UK government body responsible for enforcing health and safety at work legislation. The HSE also plays a major role in producing advice on health and safety issues, and guidance on relevant legislation. The role of enforcement is split between HSE and local authorities depending on the business sector.

In addition, HSE conducts research into the effectiveness of regulations and other health and safety issues, consults with employers and employees representatives, and advises legislators and government on health and safety.

The HSE website contains a wealth of information and guidance on maintaining health and safety at work, and detailed advice on complying with health and safety regulations.

→ Visit the HSE website (external site)

Health and Safety at Work etc Act 1974

Often referred to as HASAW or HSW, this Act of Parliament is the main piece of UK health and safety legislation. It places a duty on all employers "to ensure, so far as is reasonably practicable, the health, safety and welfare at work" of all their employees.

Among other provisions, the Act also requires:

safe operation and maintenance of the working environment, plant and systems

maintenance of safe access and egress to the workplace

safe use, handling and storage of dangerous substances

adequate training of staff to ensure health and safety

adequate welfare provisions for staff at work.

Employers must also keep and revise a written record of health and safety policy and consult with employees or their representatives on such policies (this only applies to those employing five or more).

The full text of the Act, including all current amendments, can be downloaded from the HSE website's HSWA pages.

→ Visit the HSE pages on HSWA (external site)

Management of Health and Safety at Work Regulations 1999

The Management of Health and Safety at Work Regulations 1999 places a duty on employers to assess and manage risks to their employees and others arising from work activities.

Employers must also make arrangements to ensure the health and safety of the workplace, including making arrangements for emergencies, adequate information and training for employees, and for health surveillance where appropriate.

Employees must work safely in accordance with their training and instructions given to them. Employees must also notify the employer or the person responsible for health and safety of any serious or immediate danger to health and safety or any shortcoming in health and safety arrangements.

→ View The Management of Health and Safety at Work Regulations 1999 (external site)

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995

Known as RIDDOR, these regulations require employers, the self-employed and people in control of premises, to report work-related deaths, major injuries, work-related diseases and dangerous occurrences.

Incidents can be reported:

The HSE's RIDDOR pages give detailed information about the requirements of the regulations, what should be reported, and statistics gathered from RIDDOR incident reports.

→ Visit the HSE's RIDDOR webpages (external site)

→ View The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (external site)

Workplace (Health, Safety and Welfare) Regulations 1992

These regulations are concerned with the working environment. They place a duty on employers to make sure that the workplace is safe and suitable for the tasks being carried out there, and that it does not present risks to employees and others.

The regulations cover all aspects of the working environment, including:

maintenance of the workplace, equipment, devices and systems

ventilation

temperature in indoor workplaces

lighting

cleanliness and waste materials

room dimensions and space

work stations and seating

condition of floors and traffic routes

falls or falling objects

windows and transparent or translucent doors, gates and walls

windows, skylights and ventilators

ability to clean windows, etc. safely

organisation, etc. of traffic routes

doors and gates

escalators and moving walkways

sanitary conveniences

washing facilities

drinking water

accommodation for clothing

facilities for changing clothing

facilities for rest and to eat meals.

The HSE has produced an Approved Code of Practice and Guidance booklet for this legislation. It is a priced publication, copies of which can be ordered via the HSE Books website:

→ View details of the HSE's Workplace (Health, Safety and Welfare) Regulations 1992 Approved Code of Practice and Guidance (external site)

This webpage available in other languages

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Health & safety legislation | Workplace regulations | Healthy Working Lives

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This page gives details of some of the health and safety legislation that apply to all employers and workplaces, and those extra duties that apply to workplaces with more than five employees. Regulations relating to specific areas and activities can be found via the relevant topic page.

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Customer Rights Act 2015 (replaced Sale of Goods Act 1979)

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Customer Rights Act 2015 (replaced Sale of Goods Act 1979)

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Sale of Goods Act - Which? Consumer Rights

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The Sale of Goods Act 1979 has now been replaced by the Consumer Rights Act, but may still apply if you bought faulty goods on or before 30 September 2015.

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Consumer Rights Act 2015 - Which? Consumer Rights

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The Consumer Rights Act gives you rights when you buy goods and services or digital products. Understand your rights with our informative guide.

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Information and guidance on the Equality Act 2010, including age discrimination and the Public Sector Equality Duty.

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Words and their meanings on Quizlet to help you learn some legal terminology.

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This is a nice summary of the HSAWA 1974 and the Management of Health and Safety at Work Regulations 1999.

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This page gives details of some of the health and safety legislation that apply to all employers and workplaces, and those extra duties that apply to workplaces with more than five employees.

Regulations relating to specific areas and activities can be found via the relevant topic page.

Quick links:

The Health and Safety Executive (HSE)

The HSE is the UK government body responsible for enforcing health and safety at work legislation. The HSE also plays a major role in producing advice on health and safety issues, and guidance on relevant legislation. The role of enforcement is split between HSE and local authorities depending on the business sector.

In addition, HSE conducts research into the effectiveness of regulations and other health and safety issues, consults with employers and employees representatives, and advises legislators and government on health and safety.

The HSE website contains a wealth of information and guidance on maintaining health and safety at work, and detailed advice on complying with health and safety regulations.

→ Visit the HSE website (external site)

Health and Safety at Work etc Act 1974

Often referred to as HASAW or HSW, this Act of Parliament is the main piece of UK health and safety legislation. It places a duty on all employers "to ensure, so far as is reasonably practicable, the health, safety and welfare at work" of all their employees.

Among other provisions, the Act also requires:

safe operation and maintenance of the working environment, plant and systems

maintenance of safe access and egress to the workplace

safe use, handling and storage of dangerous substances

adequate training of staff to ensure health and safety

adequate welfare provisions for staff at work.

Employers must also keep and revise a written record of health and safety policy and consult with employees or their representatives on such policies (this only applies to those employing five or more).

The full text of the Act, including all current amendments, can be downloaded from the HSE website's HSWA pages.

→ Visit the HSE pages on HSWA (external site)

Management of Health and Safety at Work Regulations 1999

The Management of Health and Safety at Work Regulations 1999 places a duty on employers to assess and manage risks to their employees and others arising from work activities.

Employers must also make arrangements to ensure the health and safety of the workplace, including making arrangements for emergencies, adequate information and training for employees, and for health surveillance where appropriate.

Employees must work safely in accordance with their training and instructions given to them. Employees must also notify the employer or the person responsible for health and safety of any serious or immediate danger to health and safety or any shortcoming in health and safety arrangements.

→ View The Management of Health and Safety at Work Regulations 1999 (external site)

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995

Known as RIDDOR, these regulations require employers, the self-employed and people in control of premises, to report work-related deaths, major injuries, work-related diseases and dangerous occurrences.

Incidents can be reported:

The HSE's RIDDOR pages give detailed information about the requirements of the regulations, what should be reported, and statistics gathered from RIDDOR incident reports.

→ Visit the HSE's RIDDOR webpages (external site)

→ View The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (external site)

Workplace (Health, Safety and Welfare) Regulations 1992

These regulations are concerned with the working environment. They place a duty on employers to make sure that the workplace is safe and suitable for the tasks being carried out there, and that it does not present risks to employees and others.

The regulations cover all aspects of the working environment, including:

maintenance of the workplace, equipment, devices and systems

ventilation

temperature in indoor workplaces

lighting

cleanliness and waste materials

room dimensions and space

work stations and seating

condition of floors and traffic routes

falls or falling objects

windows and transparent or translucent doors, gates and walls

windows, skylights and ventilators

ability to clean windows, etc. safely

organisation, etc. of traffic routes

doors and gates

escalators and moving walkways

sanitary conveniences

washing facilities

drinking water

accommodation for clothing

facilities for changing clothing

facilities for rest and to eat meals.

The HSE has produced an Approved Code of Practice and Guidance booklet for this legislation. It is a priced publication, copies of which can be ordered via the HSE Books website:

→ View details of the HSE's Workplace (Health, Safety and Welfare) Regulations 1992 Approved Code of Practice and Guidance (external site)

This webpage available in other languages

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Health & safety legislation | Workplace regulations | Healthy Working Lives

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This page gives details of some of the health and safety legislation that apply to all employers and workplaces, and those extra duties that apply to workplaces with more than five employees. Regulations relating to specific areas and activities can be found via the relevant topic page.

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Free Employment Law Guide

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Employment Law Guide | Employment laws in the UK

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Free employment law guide covering the basics of British employment law. Covers unfair dismissal, equality and discrimination, the contract of employment, equal pay, working time and much more. Useful information for employers and employees. Download law guide and your rights at work guide as pdf.

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Search tool - Very useful for answering questions

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Video -Darren Hopcraft -4 mins - Numeracy percentages

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I worked for a company for about 10 years.

Up to the age of 25 I think I were and then I decided to go self employed.

The downside was that 6 months after that I lost my arm in a bad accident.

On this particular farm that I was actually contracting at was well renowned for being wet on the soil so basically we started having problems with the forage harvester then ie blocking up with soil and grass.

So that's when I've basically lost my arm when I'm cleaning the machine out unaware that the rotors were still slowing down, the machine was actually turned off.

So I was a bit unaware as there was noise of other machines running around me and as I cleared the rest of the blockage out.

Need I say any more.

During the momentum of everything I remember being pulled in and fortunately for a panel that were there it actually stopped me from going right into the machine.

Basically it stopped me by my elbow there and I remember like in a daze thinking oh you know something's seriously gone wrong.

I can remember getting to the hospital but I don't remember any travelling time as such because I think I just passed out.

The consultant who was sort of taking care of me doing the x-rays he came to me and said right you've got a 65% chance if we sew your arm back on that you'll keep it and I said unfortunately it's not good enough for me.

The percentages were too far out and that decision there and then was like well I'm here now I've no arm I've got to make the most of what I've got.

They wouldn't actually fit me a prosthetic arm for 6 months so I done 6 months just learning to live without it then all of a sudden I've got this what I would call an extension now and it took me a good 12 months to get used to it.

But now I've got used to it some of the attachments that they sent to be honest they couldn't keep up with the workload that I actually gave them I ended up breaking most of them within the first 8 months.

Me being me I attempted to make some of my own tools.

My favourite one is the hook because it's easy to use and it's there all the time such as like I made my own pliers and sockets, extension bars and things for holding nuts and bolts when I'm tightening them up.

But in other ways I've struggled quite a lot.

Mentally wise and physically wise.

Owning my own mechanicing business everything suddenly went 3 times longer and having to learn from the start including handwriting was a big issue and I've never actually fully managed to write properly since.

The other side of it was people it's going out into public, people looking at you that's the biggest problem you know.

For the first 6 months it was people coming up to me saying oh you're that idiot who lost your arm in a machine.

I'm like I'm trying to come to terms with it you know.

Because I'm such a physical working lad my work expectancy has dropped by about 15 years I will say.

Luckily for me I've another friend who's a contractor and they gave me a job in sort of December somewhere around there just to get myself back in the mainstream again.

But for the first sort of 6 or 8 weeks I would not let anybody near that machine bar me because I dread to think that anybody else will go through the same life changing experience that I've had to go through it sounds daft but you know be aware because they are dangerous.

Basically such as young lads there's always 16 to 21/22 years olds right eager always wanting to jump in feet first.

What I would call now in terms of isolation is basically you stop the cutterhead, completely switch them off, turn the engine off on the machine, take the keys out so nobody can get in and start the machine up while you're in there.

Basically you need to wait for at least 2 minutes to just identify that the machine has actually slowed down and stopped turning before you actually start removing any panels.

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I worked for a company for about 10 years. Up to the age of 25 I think I were and then I decided to go self employed. The downside was that 6 months after that I lost my arm in a bad accident.

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Three men arrested on suspicion of modern slavery offences have been released following a protest involving over 100 of their migrant farm workers.
More than 100 migrant workers turned up at a police station to protest against their farm boss's arrest over modern slavery concerns.

The mainly Romanian and Lithuanian migrant flower pickers protested to let the police know that their boss, Wolfe Scrimshaw, was not a criminal.

The crowd gathered at the Camborne police station following a raid on a daffodil farm last Thursday (8 February) due to a suspected case of modern slavery.

Three men, including Mr Scramshaw, were arrested on suspicion of modern slavery offences.
'Very good conditions'
Marin Alina-Florentina, from Romania, spoke on behalf of the crowd during the protest. She said: "Our boss has been arrested and we think he has done nothing wrong. We have very good conditions.

"I've been working here for four years. If it was bad I wouldn't work here, we wouldn't bring our friends and families here."

25-year-old Marius Alsausras, from Lithuania, has worked nine three-month seasons earning £16 to £160 a day.

She said: "There are a lot of facilities and I really like it. I was working on another farm for one year and the conditions were terrible. But here it is perfect. If you don't like it then you can just leave."

Police said the 14 pickers who had asked to leave the farm were taken to a reception centre. Investigations are continuing.
Other cases
Suspected gangmaster offences in Cambridgeshire was reported by police last week, as a Romanian couple were arrested in Cambridgeshire on suspicion of modern slavery in a salad processing factory.

A fortnight ago, a Cornish gangmaster who " systematically exploited" her workers who often worked on farms was shut down by the government.

And in November last year, three people were arrested in Kent as part of an investigation into modern slavery in the poultry industry.

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Modern slavery: Farm boss freed following workers' protest of innocence - Farming UK News

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Three men arrested on suspicion of modern slavery offences have been released following a protest involving over 100 of their migrant farm workers. More than 100 migrant workers turned up at a police station to protest against their farm boss's arrest over modern slavery concerns.

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Take care of yourselves out there.

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Shock rise in farm deaths recorded in February - Farmers Weekly

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A sudden and surprising increase in the number of farm fatalities in February has prompted farm leaders to call for increased vigilance in and around farmy