Set up an MOT test station

What you need to set up and start testing

You must meet a number of legal requirements if you want to set up an MOT test station.

Set up the test station (an MOT test station)

You need:

suitable premises and approved equipment for the vehicle classes you want to test

an authorised examiner (AE)

The AE (an authorised examiner (AE) is an individual, partnership or company authorised by the Driver and Vehicle Standards Agency (DVSA). The AE (an authorised examiner (AE) is responsible for making sure that:

MOT tests are properly conducted

the test facilities and equipment are checked and well-maintained

MOT documents are correctly stored and access to electronic MOT test systems is only given to eligible users

the MOT testers are assessed correctly and complete training and assessments

DVSA (the Driver and Vehicle Standards Agency (DVSA)) staff have access to the premises for checks on staff and equipment

DVSA (the Driver and Vehicle Standards Agency (DVSA)) is informed about significant changes to the business within 7 working days

Start MOT testing

Before you can carry out MOT testing you also need:

an MOT business manager (sometimes called an ‘AE designated manager’) who is in charge of all MOT testing by your business

an MOT tester approved for the vehicle classes you want to test

The MOT business manager must have taken an approved course, for example the former 2-day DVSA (the Driver and Vehicle Standards Agency (DVSA)) course or a level 3 award in MOT Test Centre Management.

Find an MOT manager qualification course and book it with the course provider.

You have to pay to take the course (an MOT manager qualification course). The price is set by the course provider.

Apply for authorised examiner status

You need an authorised examiner (AE) to set up an MOT test station. The AE can be an individual, partnership or company.

AE status does not transfer with a business. If you’re buying an existing MOT station, you need to apply for AE status in your own right.

How to apply

Send form VT01 to the Driver and Vehicle Standards Agency (DVSA). The address is on the form.

Use the same form if you already have AE status and want to open a test station.

The application form (form VT01) has guidance notes explaining the information you need to include. There is no fee.

If your application is refused, DVSA (the Driver and Vehicle Standards Agency (DVSA)) will write to you - you can appeal the decision and ask for a hearing by writing to DVSA (the Driver and Vehicle Standards Agency (DVSA)) within 14 days.

When you must reapply

You must reapply for AE status if your company is reconstructed in a way that means it’s given a new company registration number.

Equipment and premises

You need to make sure that your equipment and premises are suitable for the vehicle classes you plan to test.

Equipment

You need to have a:

computer, laptop or tablet with internet connection

printer

These (Equipment) need to met the minimum IT specification.

Approved testing equipment

Different classes of vehicle need different specialist test equipment.

You must make sure you have at least the minimum level for each vehicle class you’re approved to test.

All equipment must be kept in good working order and calibrated properly.

You’ll need to use approved equipment for:

brake pedal application devices

decelerometers

diesel smoke meters

exhaust gas analysers (catalyst vehicles)

exhaust gas analysers (non-catalyst vehicles)

headlamp aim testers

plate brake testers

roller brake testers

tow bar socket testers

tyre tread depth gauges

wheel play detectors

There are 3 categories of decelerometers:

category A are approved for all classes of vehicle

category B are approved for class 3, 4, 5 and 7 vehicles

category C are approved for class 1 and 2 vehicles

You can download the lists of approved equipment.

Premises

You need to make sure your premises are suitable and testing bay sizes are correct for the vehicle classes you’ll be testing. You can find the minimum standards in the MOT testing guide.

Approval in principle

Your premises will be given an approval in principle when you apply for authorised examiner (AE) status. This will help you avoid committing to expensive work or alterations before your premises are approved.

If you’ve already got AE status (authorised examiner (AE) status) and want to make changes to the test facilities, write to the Driver and Vehicle Standards Agency (DVSA) before you make any changes. Include supporting drawings, to show that the changes will not affect the testing station’s approval.

Meeting ongoing standards

You must clearly and publicly display the MOT test fees and appeals poster (VT9A) in your station.

You should conduct regular checks to make sure your MOT testing station meets the best practice standards at all times.

Prepare for site reviews

The Driver and Vehicle Standards Agency (DVSA) will carry out regular risk-based site reviews of your station (your MOT testing station) to make sure you continue to meet the standards.

This (site reviews) will involve checking your station (your MOT testing station) is well maintained and that it (your MOT testing station) offers clean and comfortable facilities, for example suitable customer waiting areas.

Learn about changes to MOT rules

DVSA (the Driver and Vehicle Standards Agency (DVSA)) uses ‘special notices’ to tell you about changes to the MOT scheme. Authorised examiners (AEs) receive these automatically within the online MOT testing service.

If your service is not good enough

DVSA (the Driver and Vehicle Standards Agency (DVSA)) can take disciplinary action or stop you operating as a testing station if your service is not good enough.

If you lose AE status (authorised examiner (AE) status) for disciplinary reasons, anyone else applying for AE status at the same test station must prove they’re sufficiently independent from you.


Get a trainee driving instructor licence

Overview

You can apply for a trainee driving instructor licence after you pass the approved driving instructor (ADI) part 2 test.

A trainee licence:

helps you get experience instructing pupils to drive so you can prepare for the ADI part 3 test (the approved driving instructor (ADI) part 2 test)

lasts for 6 months

You can charge for lessons to cover the cost of things like your insurance and vehicle costs.

Who can apply

You can apply for a trainee licence if you:

have passed your ADI part 1 test in the last 2 years

have passed the ADI part 2 test (the approved driving instructor (ADI) part 2 test)

have had at least 40 hours of training from a qualified ADI in providing
driving instruction (at least 10 of which were done in a car), recorded on the ADI 21T declaration form

are eligible to take the ADI part 3 test (the approved driving instructor (ADI) part 2 test)

Being refused a trainee licence

You can appeal to the General Regulatory Chamber if you’re refused a trainee licence.

The rules and process for getting a trainee licence are different in Northern Ireland.

Options when you apply for a trainee licence

You have 2 options to choose from when you apply for a trainee licence. You must either:

be supervised for 20% of all lessons you give while you have your trainee licence

do at least 20 hours of extra training while you have your trainee licence

You can only choose one option and you cannot change to the other after you’ve made your decision.

Talk to your sponsoring approved driving instructor (ADI) or training organisation about which option is best for you.

Option 1 - supervision of lessons

In this option you have to be supervised by your sponsoring ADI for 20% of all the lessons you give.

You must keep a record of the number of hours:

you give lessons

you are supervised

The ADI 21S (approved driving instructor (ADI)) supervision record form must be signed by both you and your ADI (your sponsoring ADI). You must send it to the Driver and Vehicle Standards Agency (DVSA) when your trainee licence runs out.

You cannot currently send this (The ADI 21S (approved driving instructor (ADI)) supervision record form) by post because of coronavirus (COVID-19). Contact DVSA (the Driver and Vehicle Standards Agency (DVSA)) by email instead.

Option 2 - extra training

In this option, you have to do at least 20 hours of extra training in the topics in the training programme.

After you get your training licence, you must complete the training within the next 3 months and before you book the ADI part 3 test.

At least 25% of the training must be practical in-car training.

The training must be recorded on the
instructor training declaration form.

You must send the form to DVSA (the Driver and Vehicle Standards Agency (DVSA)) as soon as you’ve completed your training. If you do not send the form (The ADI 21S (approved driving instructor (ADI)) supervision record form), DVSA (the Driver and Vehicle Standards Agency (DVSA)) can take your trainee licence away.

If you fail the ADI part 3 test or you do not book it (the ADI part 3 test) in time

If you fail the test (the ADI part 3 test), you must do 5 hours of extra training before your next attempt. You have 3 attempts to pass the test (the ADI part 3 test).

If you do not book the test (the ADI part 3 test) within 3 months of getting your licence, you must take 5 hours of extra training before you book the test (the ADI part 3 test).

Each time you do 5 hours of extra training, record it (5 hours of extra training) on a new instructor training declaration form.

If you do not send the form (a new instructor training declaration form), DVSA (the Driver and Vehicle Standards Agency (DVSA)) can take your trainee licence away.

Rules for using your trainee licence

You must:

be a ‘fit and proper’ person

get the required amount of supervision or extra training while your licence is still valid

Displaying your licence

You must display your trainee licence on the nearside edge of the front windscreen of your car while you give driving lessons.

Where you train

Your trainee licence shows the name and address of your training establishment. You can only give instruction from there, so you cannot work independently, such as by setting up your own school.

You must not advertise yourself as an instructor. Any advertising your training establishment does must not make it seem like you’re a fully qualified instructor.

Changing your driving school

You must apply for a new trainee licence if you leave a driving school and join a new one. There’s no fee for doing this.

DVSA (the Driver and Vehicle Standards Agency (DVSA)) will send you a new licence showing the details of your new school. You should send your old licence to DVSA (the Driver and Vehicle Standards Agency (DVSA)) as soon as you get the new one.

You can still give driving lessons while you wait for your new licence (a new licence showing the details of your new school).

When trainee licences can be taken away

The ADI registrar can take your trainee licence away before it runs out if:

you break any of the rules for having a trainee licence

the licence (a trainee licence) was issued by mistake or gained by fraud

you fail 3 attempts at the ADI part 3 test

Not using your trainee licence

You should return your trainee licence to DVSA (the Driver and Vehicle Standards Agency (DVSA)) if you are not using it, for example because of a long period of illness.

You will not get a refund, but DVSA (the Driver and Vehicle Standards Agency (DVSA)) will know that you have not had full use of the licence (your trainee licence). This will be a factor in deciding whether to give you another licence in future.

Lost or stolen licence

You should tell the police straight away if your licence (your trainee licence) is lost or stolen. They will give you a crime reference number.

You’ll have to pay £3 if you lose your licence or cannot give DVSA (the Driver and Vehicle Standards Agency (DVSA)) a crime reference number.

You cannot currently contact DVSA (the Driver and Vehicle Standards Agency (DVSA)) by post because of coronavirus (COVID-19).

To get a replacement, email DVSA (the Driver and Vehicle Standards Agency (DVSA)) with the following:

the crime reference number (a crime reference number)

your permission that DVSA (the Driver and Vehicle Standards Agency (DVSA)) can use your photocard driving licence photo or a previous photo they (the Driver and Vehicle Standards Agency (DVSA)) have on record

DVSA (the Driver and Vehicle Standards Agency (DVSA)) will contact you to tell you how to pay.

When your trainee licence runs out

Your trainee licence lasts for 6 months. When it runs out you must stop being paid for giving driving lessons.

Getting another licence

You can apply for another trainee licence, but you’ll need to pay the fee again.

You cannot be paid for giving driving lessons when you do not have a valid trainee licence.

You’re more likely to get another licence if you told DVSA (the Driver and Vehicle Standards Agency (DVSA)) you had stopped using the first, for example because of a period of illness.

It’s unlikely that you’ll get another licence if you:

just want more time to pass the approved driving instructor (ADI) part 3 test

did not follow the rules for using your previous trainee licence

You can appeal to the General Regulatory Chamber if you’re not given another licence.


Driving instructor suspension: your rights

Overview

Your approved driving instructor (ADI) registration can be suspended if the ADI registrar thinks you pose a significant threat to public safety.

The ADI registrar can suspend you if they (the ADI registrar)’re considering:

taking you off the ADI register

removing your trainee driving instructor licence

refusing to extend your registration or trainee licence

You cannot get paid for giving driving lessons if you’re suspended.

Claiming compensation

You can claim compensation if you’ve been suspended but are not then taken off the register (the ADI register).

There are different rules for your ADI registration in Northern Ireland.

When you can be suspended

For example, if you:

have been convicted of a sexual or violent offence

are giving dangerous instruction that’s a major risk to the safety of your pupils and other road users

Telling you if you’re suspended

You’ll get a letter from the ADI registrar to tell you that your registration (Your approved driving instructor (ADI) registration) is suspended.

This will usually be at that same time that the registrar (the ADI registrar) writes to tell you that they (the ADI registrar)’re considering taking you off the register (the ADI register).

Challenging your suspension (suspended)

You can use a judicial review to challenge the way in which the ADI registrar made the decision to suspend you.

The review (a judicial review) only looks at whether the right procedures have been followed, rather than the decision itself (the decision to suspend you). You can download the judicial review claim form and guidance notes.

You still have the right to appeal against the ADI registrar’s (the ADI registrar) decision to remove you if you end up being taken off the register (the ADI register).

Compensation if you stay on the register (the ADI register)

You can get compensation if your approved driving instructor (ADI) registration was suspended, but you were not taken off the ADI register.

This includes cases where:

you win an appeal against the decision to take you off the register (the ADI register)

the registrar (the ADI registrar) considers taking you off the register (the ADI register), but then ends the suspension (suspended) and lets you stay on the register (the ADI register)

the registrar (the ADI registrar) has not made a decision about taking you off the register (the ADI register) within 75 days

What you can claim

You can claim compensation for income and non-income losses as a result of being suspended.

You can also claim for the cost of preparing your compensation application.

Income losses

‘Income losses’ are what you’d have got from giving driving lessons during the time you were suspended.

Non-income losses

‘Non-income losses’ are other losses you:

can give a monetary value to

incurred (within reason) while you were suspended

Examples of non-income losses include:

any reasonable costs you needed to pay to prepare your compensation application

the interest on a loan you had to take out as a result of the suspension (suspended)

the value of any damage that the suspension (suspended) caused to your driving school business if you run one

How to claim compensation

Download the application form and send it, with evidence to support your claim, to the Driver and Vehicle Standards Agency (DVSA).

When to claim

You must send your claim within 2 years of whichever of these dates is later:

the date your suspension (suspended) ended

the date you were told you’d won your appeal against the approved driving instructor (ADI) registrar (the ADI registrar)

You can claim outside of the 2 years (2 years) in special situations.

Who can make the claim

You, as the ADI who was suspended, must sign the declaration with the application form.

You’re only allowed to sign the declaration (the declaration with the application form) on behalf of someone in limited situations, for example where the ADI has died and you’re allowed to represent them.

Evidence to support your claim

You should send documents that prove the basis of your claim, for example showing why you’ve based your claim for income losses on a certain hourly rate.

You’ll need to consider which documents will help DVSA (the Driver and Vehicle Standards Agency (DVSA)) decide that you’ve sent a valid claim, for example bank statements, payslips or a loan agreement.

Working out your losses

You’ll need to work out your income and non-income losses to send your claim.

Work out your income losses (your income and non-income losses)

You’ll need to work how much you’d have reasonably expected to earn during the time you were suspended.

This should be based on your income for a period that you can directly compare with, for example the same period the previous year.

You should base your claim on the period that best compares to the time you were suspended if you cannot directly compare with a previous year.

If your claim is for a different amount to what’s shown in the previous period, you should explain why, for example a major change in how many pupils you taught in the weeks just before you were suspended.

Work out your non-income losses

Your claim will need to make clear:

how the non-income losses (your non-income losses) were incurred

why they (your non-income losses) are reasonable costs

how you have worked them (your non-income losses) out

You’ll need to send documents that clearly support your claim.

You can claim for the value of any damage that the suspension caused to your driving school business if you run one.

You can claim for the interest paid on a loan that you took out because your income stopped from being suspended.

Help working out your non-income losses

You can claim for the cost of preparing your compensation application. This can include the cost of getting expert help to work out how much your non-income losses are.

You’ll need to prove that the cost (the cost of preparing your compensation application) was reasonable, for example by showing that you did not pay a higher fee than usually applies.

The decision on your compensation claim (your claim)

You’ll get a letter from the Driver and Vehicle Standards Agency (DVSA) within 28 days to either:

tell you you’re being paid the amount you claimed for (the time you were suspended) or a different amount

ask for more information to prove your claim

ask permission to go to a third party to prove your claim

tell you the claim (your claim) has not been allowed

When you’ll get your payment

You’ll get the payment (your payment) within 45 days of DVSA (the Driver and Vehicle Standards Agency (DVSA)) telling you that you’re going to be paid.

You must give any new information you find that’s relevant to your claim within 6 years of getting your compensation. You must do this within 1 month of finding it.

Interim payments

You can get an interim payment:

if you’re in special situations, for example significant financial hardship

for part of the claim (your claim) if it can be easily and quickly checked

If more information is needed

You must send any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs within 28 days. This can be extended in special situations.

You must sign a statement to say the information (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs) is true to the best of your knowledge when you send it (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs).

Not giving more information

You should tell DVSA (the Driver and Vehicle Standards Agency (DVSA)) in writing if you cannot give the extra information (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs), and the reason why. DVSA (the Driver and Vehicle Standards Agency (DVSA)) will do whatever it (the Driver and Vehicle Standards Agency (DVSA)) can to process the claim (your claim) if this happens.

Your claim can be delayed if the extra information (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs) is not available, or you do not give it.

The part of the claim (your claim) that needs the extra information (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs) can be rejected.

After you’re asked for more information

DVSA (the Driver and Vehicle Standards Agency (DVSA)) will write to you within 28 days of either:

getting the extra information (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs)

the deadline for giving the extra information (any extra information DVSA (the Driver and Vehicle Standards Agency (DVSA)) needs) running out

The letter from DVSA (the Driver and Vehicle Standards Agency (DVSA)) will either:

tell you you’re being paid the amount you claimed for or a different amount

ask for more information to prove your claim

Appeal against the decision

You can appeal to the transport tribunal if you disagree with:

the decision that you cannot get compensation

the amount of compensation you’re going to get

You must appeal within 28 days of DVSA (the Driver and Vehicle Standards Agency (DVSA)) telling you its (the Driver and Vehicle Standards Agency (DVSA)) decision (the decision).

Decisions the tribunal (the transport tribunal) can make

The tribunal (the transport tribunal) can:

refuse your appeal

allow your appeal

give its (your appeal) own decision on how much you get

refer your case back to DVSA (the Driver and Vehicle Standards Agency (DVSA)) to reconsider

When the amount of compensation can change

The Driver and Vehicle Standards Agency (DVSA) can tell you that that it (the Driver and Vehicle Standards Agency (DVSA))’s considering changing how much compensation you got. It (the Driver and Vehicle Standards Agency (DVSA)) can do this for up to 6 years after your original application.

DVSA (the Driver and Vehicle Standards Agency (DVSA)) can do this (changing) when:

it (the Driver and Vehicle Standards Agency (DVSA)) finds new information

it (the Driver and Vehicle Standards Agency (DVSA)) believes that the information you gave was wrong

it looks like the original amount you got (the amount you claimed for) was given by mistake

If you think the amount (the amount you claimed for) was correct

You have 28 days to tell DVSA (the Driver and Vehicle Standards Agency (DVSA)) if you think that the compensation that you were given (the amount you claimed for) was correct. This time limit may be extended in special situations.

If the amount (the amount you claimed for) changes

You’ll need to repay the difference if the new amount is less than you originally got. DVSA (the Driver and Vehicle Standards Agency (DVSA)) will tell you how to do this.

DVSA (the Driver and Vehicle Standards Agency (DVSA)) will pay you the difference if the new amount is more than you originally got. You’ll get it (the difference) within 45 days.

If you disagree with the new amount

You can appeal to the transport tribunal if you disagree with DVSA’s (the Driver and Vehicle Standards Agency (DVSA)) decision on the new amount.

You should make your appeal (appeal) within 28 days of being told the new amount.

Decisions the tribunal (the transport tribunal) can make

The tribunal (the transport tribunal) can:

refuse your appeal

allow your appeal

give its (your appeal) own decision on how much you get


Motorcycle trainer standards check

When you have to take the standards check

The motorcycle trainer standards check (the standards check) assesses your ability to teach pupils on a compulsory basic training (CBT) course.

You should take at least one standards check during each 4-year period that you’re registered as a motorcycle trainer. You do not have to pay for the check (the standards check).

The Driver and Vehicle Standards Agency (DVSA) will contact the training body where you work to arrange a date and time for your standards check (the standards check).

You can be removed from the motorcycle trainer register if you keep missing your standards check (the standards check).

There are different rules for taking a standards check in Northern Ireland.

What happens at the standards check

The check (the standards check) will take place at your motorcycle training body.

A Driver and Vehicle Standards Agency (DVSA) examiner will watch you train a pupil (or a group of pupils) in a normal compulsory basic training (CBT) lesson.

The lesson (a normal compulsory basic training (CBT) lesson) must include practical riding (elements C or E of the CBT syllabus). It (a normal compulsory basic training (CBT) lesson) can also include theoretical training and a pre-ride briefing (elements A, B or D).

What you need to bring to the check

For the check (the standards check) you need:

your motorcycle registration certificate

a motorcycle that you can ride on roads, for example it must have up to date vehicle tax and an MOT certificate

at least one pupil

Your mentor and training body authority holder cannot take part in the lesson (a normal compulsory basic training (CBT) lesson).

What you’ll be marked on

The examiner (A Driver and Vehicle Standards Agency (DVSA) examiner) will look for evidence that you meet the national standard for driver and rider training.

They (A Driver and Vehicle Standards Agency (DVSA) examiner)’ll follow guidance for carrying out the check (the standards check) and mark you on 17 areas of competence that are grouped into 3 categories:

lesson planning

risk management

teaching and learning skills

The 17 areas of competence are listed in the motorcycle trainer standards check form, which the examiner (A Driver and Vehicle Standards Agency (DVSA) examiner) will fill in during your check (the standards check).

You’ll get a score from 0 to 3 for each of the 17 competencies, which are added up to give a total score.

Your standards check result

After you give the lesson, the examiner (A Driver and Vehicle Standards Agency (DVSA) examiner) will discuss your performance and give you the result (Your standards check result). This will take about 15 minutes.

You can invite your mentor or the training body authority holder to join you during this discussion (discuss).

You’ll be sent your completed standards check form by email.

Total score | Result (Your standards check result) | Description

0 to 30 | Fail | Your performance is unsatisfactory

31 to 42 | Pass | Your performance is satisfactory

43 to 51 | Pass | You’ve shown a high standard of instruction

Faults which mean you automatically fail

You’ll automatically fail if:

you get a score of 7 or less in the ‘risk management’ category

the examiner (A Driver and Vehicle Standards Agency (DVSA) examiner) stops the lesson because you’ve put yourself or someone else in danger

you did not follow the compulsory basic training (CBT) syllabus

you incorrectly assessed a pupil’s road riding, for example you gave them a CBT completion certificate but they should not have passed

If you fail the standards check

You have up to 2 more attempts to pass the standards check.

If you fail 3 times:

you’ll be removed from the motorcycle trainer register

you’ll have to retake the motorcycle trainer qualifying tests to join the register (the motorcycle trainer register) again


Advanced Learner Loan

Overview

You can apply for an Advanced Learner Loan to help with the costs of a course at a college or training provider in England.

Loan eligibility does not depend on your income and there are no credit checks.

Check if you’re eligible before you apply for an Advanced Learner Loan.

Different funding is available if you want to study in Scotland, Northern Ireland or Wales.

When you repay your loan

You’ll have to start repaying your loan when your income is over a certain amount (the ‘threshold’ amount).

You’ll be charged interest from the day you get the first payment.

Access to Higher Education (HE) course

Student Finance England will ‘write off’ any outstanding Advanced Learner Loan balances you owe for an Access to HE course once you complete a higher education course. This means you do not have to repay it.

The higher education course (a higher education course) must be eligible for student finance.

Loan Bursary Fund

You may also be eligible for money from the Advanced Learner Loan Bursary Fund if you need help with some costs while studying, for example childcare, travel or trips related to your course.

Use the Money Advice Service to work out the cost of borrowing.

What you'll get

How much you get depends on:

the type of course

your course fees

the maximum loan available for your course

The minimum loan you can get is £300 and is paid directly to your college or training provider.

You do not have to borrow the full cost of your course - you can pay for some of it yourself.

Number of loans you can get

You can apply for up to 4 loans and you can get more than one at the same time.

You can apply for another loan to take the same level of a course, for example the same level qualification in History if you’ve already had a loan for the same level in Maths.

You can only apply once for an Access to Higher Education course.

A Levels

You can apply for a loan to fund each course you take towards your A Levels - up to a maximum of 4 A Levels.

This means you can have up to 8 loans if you’re taking each A Level as 2 separate courses.

The courses must be in the same subject to qualify for a full A Level.

You can get 3 more loans for non A Level courses either before or after your course of A Levels.

Eligibility

Whether you qualify for an Advanced Learner Loan depends on your:

age

course

college or training provider

nationality or residency status

You must be 19 or older on the first day of your course.

Your course must be:

a Level 3, 4, 5 or 6 qualification, for example A Levels or graduate certificate

at an approved college or training provider in England

Ask your college or training provider if you do not know if your course is eligible.

Your nationality or residency status

In most cases, all of the following must apply. You must:

be living in the UK on the first day of your course

be a UK national or have ‘settled status’ (this means there are no restrictions on how long you can stay)

have been living in the UK, Channel Islands or Isle of Man for 3 years before starting your course

If you have settled status because you’re a victim of domestic violence, you do not need to have lived in the UK, Channel Islands or Isle of Man for 3 years.

You may also qualify if you’re:

a UK national, or someone with settled status, but you live in the European Economic Area (EEA)

an EU national or a family member of one

not a UK national but you’ve lived in the UK for at least 20 years (or at least half of your life)

a refugee or a relative of one

a migrant worker

the child of a Swiss national

the child of a Turkish worker

under humanitarian protection or a relative of someone who has been granted it

staying in the UK as a stateless person (or their family member) and your course started on or after 1 August 2018

a serving member of the UK armed forces (or their spouse, civil partner or a dependent parent or child living with them) doing a distance learning course from outside the UK that started on or after 1 August 2017

someone granted ‘Calais leave’ to remain or a child of someone granted ‘Calais leave’ to remain - if your course starts on or after 1 August 2020 and you’ve lived in the UK for at least 3 years before the first day of the first academic year of your course

Student finance for EU, Swiss, Norwegian, Icelandic or Liechtenstein nationals from August 2021

If you’re starting a course on or after 1 August 2021, you must have settled or pre-settled status under the EU Settlement Scheme to get student finance.

You need to have started living in the UK before 31 December 2020 to apply to the EU Settlement Scheme. If you’re coming to the UK from 1 January 2021, you may need to apply for a visa to study in the UK.

Irish citizens do not need to apply for a visa or to the EU Settlement Scheme. They can apply to the EU Settlement Scheme if they wish to - for example, to apply on behalf of a child.

How to apply

Check with your college or training provider that the course qualifies.

Ask them (your college or training provider) for a ‘Learning and funding information’ letter - you need this to complete the application. It contains the details about your course (the course).

Apply online - you’ll need to register first. You can apply by post if you cannot apply online.

You’ll get a letter confirming your loan - usually within 2 weeks if you apply online (postal applications take longer).

What you need to know

You cannot apply until you get a ‘learning and funding information letter’ from your college or training provider.

You can apply for a loan without a National Insurance number but you must have one before the loan can be paid.

Apply by post

If you cannot apply online, apply by post - the address is on the form.

Proof of identity

If you’re a UK national, include your UK passport details in your application as proof of identity. If you forget, use the ‘UK passport details form’.

If you do not have a UK passport (or it has expired), send your original birth or adoption certificate to Student Finance England.

Include your name and address. You should also include your customer reference number if you have one. This is an 11-digit number. You can find it on letters or emails you’ve had from Student Finance England.

If you’re from an EU country, send your EU passport or identity card the first time you apply.

Supporting information

Use the ‘Evidence return form’ if you need to send extra information to support your application, such as proof of residency status.

Change an application

Once your application has been approved you can log in to your account to make a change (Change) online.

If you just want to change your loan amount you can use the loan request form instead.

Bursary fund

You may apply to get money from the Loan Bursary Fund after you’ve received a letter approving your Advanced Learner Loan.

The money (money) can help pay for things like:

accommodation and travel

course materials and equipment

childcare

classroom assistance for a disability or learning difficulty - once you’re assessed by your college or training provider

How to apply

Apply to your college or training provider - each one has its own application process. How much you get depends on the provider’s scheme and your circumstances.

Speak to student services if you need support with your application.

How the money is paid

Your college or training provider decides how the money is paid. You’ll normally be paid direct. You might be able to arrange for the money to be paid to someone else instead, for example your landlord or childcare provider.

In some situations fund money must be paid back. This is generally if you’re a student experiencing a temporary financial difficulty and need a loan, for example for help with your mortgage or rent.

Eligibility

You can apply even if you get other types of funding, for example:

Professional and Career Development Loans

Disability Living Allowance

You cannot apply if you’re:

getting student finance for higher education

on an apprenticeship training scheme

on a Community Learning course

Appeal a decision

Contact your college or training provider to appeal a decision from the Loan Bursary Fund.


Get funding for college accommodation

Overview

You may be able to get help with the cost of term-time accommodation if you’re studying a further education course that’s far from your home.

How much you get depends on your household income.

You will not be able to get help with boarding school fees.

What you can apply for

You may be able to apply to get money from the following:

Residential Bursary Fund (RBF), if you study at a specialist residential centre

Residential Support Scheme (RSS), if you do not study at a specialist residential centre

Residential Bursary Fund

You may be able to get help with the cost of accommodation from the Residential Bursary Fund (RBF).

Eligibility

You must:

meet the residency requirements (your college will check this)

be at least 16 and under 19 on 31 August 2021

You may be eligible if you’re 19 and either:

continuing on a course you started aged 16 to 18

have an education, health and care plan (EHCP)

Your course (a course you started aged 16 to 18) must:

be too far to travel to each day (your college must agree with this)

be full-time

be ‘16 to 19 funded’ (your college can confirm this)

What you’ll get

Your college will decide how much you get. It depends on your household income.

You can get payments for a maximum of 3 years.

How to claim

Contact the student support officer at your college for an application form and help with applying.

Residential Support Scheme

You may be able to get help with the cost of accommodation from the Residential Support Scheme (RSS) (Residential Support Scheme).

Eligibility

You must:

not be on housing benefit

have a household income of less than £30,993

be studying your first level 2 or level 3 qualification (for example 2 or more A levels, a diploma or a national vocational qualification)

not be at a specialist residential centre (your college can confirm this)

be full-time at a college in England

Your course (a course you started aged 16 to 18) must also be more than either 15 miles or a 2 hour round trip from your home, and not available any closer than that.

What you’ll get

The table shows the maximum you can get each year. The actual amount you can get depends on your accommodation costs.

Gross household income | Studying outside London | Studying in London

Up to £21,000 | Up to £3,458 | Up to £4,079

£21,001 to £25,704 | Up to £2,305 | Up to £2,685

£25,705 to £30,993 | Up to £1,152 | Up to £1,355

£30,994 or more | No award | No award

How to claim


Scholarships for children whose parent died in service

Overview

You can apply for help with the costs of further and higher education if all of the following are true:

one of your parents died as a result of their service in the armed forces

your parent died on or after 1 January 1990

you’re 16 or over and in full-time education

you or a surviving parent receive bereavement benefits from the Armed Forces Compensation scheme, War Pension scheme or Armed Forces Attributable Benefits scheme

You cannot apply if you were the foster child of the person who died.

What you can use the scholarship for

You can use the money (the scholarship) to pay tuition fees and your maintenance for:

a further education course of up to 3 years

your first undergraduate course at a UK university or other higher education institution (such as a college or art school) - this can include study abroad if it’s part of the course

a higher level technical education course at qualification levels 4, 5 or 6

If you’re unsure about the type of course ask the college or university you want to apply to.

What you'll get

In the 2018 to 2019 academic year you can apply for up to:

£1,500 for a further education course

£9,250 for tuition fees and £4,950 for a Maintenance Grant for a higher education or higher level technical education course

If you’re studying in Scotland, Northern Ireland or Wales, you can apply for up to £9,000 for tuition fees and £4,950 for a Maintenance Grant.

How the payments are made

Payments are made 3 times a year no later than:

31 October

31 January

30 April

Your college or university must have confirmed that you’re registered for a course and attending before any payment is sent.

Payments can be backdated in some circumstances, for example you become eligible for a scholarship and apply while studying.

Further education scholarships are paid to either you or your parent or guardian.

University and other higher education scholarships are paid directly to you.

All scholarships are tax free.

How to apply

Download and fill in the bereavement scholarship scheme application.

Post your application (the bereavement scholarship scheme application) to the address on the form.

If you’re applying for a higher education scholarship (for example, an undergraduate degree from a UK university), also include:

a letter from the college or university (Your college or university) confirming that you’ve accepted their (Your college or university) offer of a place

proof of the fees, for example a photocopy of your tuition fees invoice

Deadlines

Veterans UK must receive your application by 31 January in the academic year of your further education or university course.

You can apply from 1 April in the academic year you’ll begin studying.

What happens next

The Veterans UK Scheme Administrator will get in touch to confirm whether you’re eligible for the scholarship you’ve applied for.

How long it takes to find out if you’re eligible depends on the evidence you provide with your application.

If you’re applying for a university or higher education scholarship

Register with the Student Loans Company to ensure you’re charged UK student fees for your course.

Appeals

If you disagree with the decision you must appeal to Veterans UK in writing.

Help with your application

Contact the Veterans UK helpline if you have any questions about the scholarships, for example what you need to do to apply or how to fill out the application form.


NHS bursaries

Overview

What you can apply for depends on when your course starts and what you’re studying. You do not have to pay your NHS bursary back.

If you’re not eligible for a bursary you may still be eligible for student finance.

If your course starts on or after 1 August 2018

You can get an annual payment from the NHS (NHS) to help with your study and living costs (known as a ‘bursary’) if you’re studying to be a doctor or dentist.

If you’re studying a pre-registration postgraduate healthcare course, you may still be eligible for student finance.

If your course started in the 2017 to 2018 academic year

You can get an annual payment from the NHS (NHS) to help with your study and living costs (known as a ‘bursary’) if you’re studying to be a doctor, dentist, dental hygienist or dental therapist.

If your course started before 1 August 2017

You can get an annual payment from the NHS (NHS) to help with your study and living costs (known as a ‘bursary’) if you’re studying a dental, medical or healthcare course in England.

What you'll get

If you’re an eligible full-time NHS student starting a course on or after 1 September 2012, you can apply for:

a bursary from the NHS (NHS)

a £1,000 grant from the NHS (NHS)

a reduced Maintenance Loan from Student Finance England

If you’re an eligible part-time student starting a course on or after 1 September 2012, you can apply for:

a reduced bursary from the NHS (NHS)

a reduced grant from the NHS (NHS)

The amount you get depends on the length of your course.

Tuition fees

If you’re eligible for an NHS bursary, the NHS (NHS) pays your standard tuition fees. Your course tuition fees are paid directly to your university.

If you’re studying a graduate-entry accelerated medical or dental programme, you can get some of your tuition costs paid with an NHS bursary in years 2 to 4 of your programme.

£3,715 if you’re starting in the 2019 to 2020 academic year

£3,715 if you’re starting in the 2018 to 2019 academic year

Bursary

Your bursary amount depends on your household income. This can be your own income, your parents’ income, or that of your partner, spouse or civil partner.

If you started a Diploma of Higher Education (DipHE) Nursing or Operating Department Practitioner course before 1 September 2012, you’ll receive a basic bursary which does not depend on your household income.

If you’re studying to become a doctor or dentist, you can apply for an NHS bursary from your second year for graduate entry programmes or from your fifth year for undergraduate programmes.

Grant

You’ll get a fixed amount of £1,000 if you’re an eligible full-time NHS student starting your course on or after 1 September 2012. You’ll get a reduced amount if you’re a part-time student.

You must apply for an NHS bursary to get the grant (Grant).

Maintenance Loan

You’ll get a reduced Maintenance Loan. The amount you get depends on:

where you live and study

whether you’re in the final year of your course (when you get less)

Current rates for the 2018 to 2019 academic year are:

£3,263 for students studying in London and living away from home

£2,324 for students studying outside London and away from home

£1,744 for students living at home

Current rates for the 2019 to 2020 academic year are:

£3,354 for students studying in London and living away from home

£2,389 for students studying outside London and away from home

£1,793 for students living at home

How it’s paid

The NHS bursary is paid into your bank account in 12 equal monthly instalments.

The Maintenance Loan (Maintenance Loan) is usually paid into your bank account at the beginning of each term.

If you’re disabled or have children

You may get extra help if you:

have dependants

Find out what extra help you could get.

Eligibility

Whether you can get an NHS bursary depends on:

where you live

your course

your household income

whether you’ve already had funding

Where you live

To be eligible to apply for an NHS bursary you must have been living in the UK, the Channel Islands or the Isle of Man for 3 years up to the start of the academic year.

You may still be eligible if you do not meet the residency requirements - find out more from the NHS Business Services Authority.

Your course

Whether you’re eligible depends on when your course starts.

You will not get an NHS bursary if you’re a first level nurse or midwife and you’re registering for a second field in nursing or midwifery.

If your course starts on or after 1 August 2018

You must be accepted for a place on a full or part-time NHS-funded course which will lead to you registering as a doctor or dentist.

You can apply for an NHS bursary from your 5th year on the 5 or 6 year undergraduate course or from your 2nd year on the 4 year accelerated graduate course.

If your course started in the 2017 to 2018 academic year

You must be accepted for a place on a full or part-time NHS-funded course which will lead to you registering as a:

doctor or dentist (you can apply for an NHS bursary from the 5th year on the 5 or 6 year undergraduate course or from your 2nd year on the 4 year accelerated graduate course)

dental hygienist or dental therapist

If your course started before 1 August 2017

chiropodist (including podiatrist), dietician, occupational therapist, orthoptist, physiotherapist, prosthetist, orthotist, radiographer, radiotherapist, audiologist or a speech and language therapist

dental hygienist or dental therapist

nurse, midwife or operating department practitioner (degree or diploma course)

Household income

Your total bursary amount depends on your household income. This can be either your own income, your parents’ income, or that of your partner, spouse or civil partner.

If you’ve already had funding

You may be eligible for an NHS bursary even if you’ve already had public funding for higher education.

If you’ve had an NHS bursary and want to change professions, you may also be eligible.

Find out more from the NHS Business Services Authority.

How to apply

You need to create a Bursary Online Support System (BOSS) account on the NHS Student Bursaries website to apply for an NHS bursary.

You must reapply for your bursary every academic year.

There are different ways to apply if you’re from Scotland, Wales or Northern Ireland.

New students

If you’re entering the first year of your NHS-funded course or, for medical and dental students, your first year of NHS bursary funding, read the guidance for new students.

When to apply

You should wait until you have an offer of a course place from your university or college before you apply for an NHS bursary.

The date you can apply from usually depends on when your course starts. Check the NHS Student Bursaries (NHS) website for the latest application dates.

Documents

If you’re applying for an NHS bursary for the first time you must provide 2 documents to confirm your identity, one of which must include a photograph of yourself, for example a birth certificate and a valid passport.

You must send original documents (not photocopies), which NHS Student Bursaries (NHS bursary) will return to you.

Continuing students

If you’ve already had an NHS student bursary for your current course and you’re reapplying for another year, read the guidance for continuing students.

When to apply

NHS Student Bursaries (NHS bursary) will send you an email invitation when you can reapply for your bursary. The date your invitation is sent depends on when your next academic year begins. Check the NHS Student Busaries (NHS) website (the NHS Student Bursaries website) for the latest invitation dates.

You must send your application within 6 months of the first day of your academic year.

What happens next

If your application is approved, NHS Student Bursaries (NHS bursary) will send you an email when your bursary is available for you to view in your BOSS account.

If you get an NHS bursary you can apply separately for a reduced rate loan from Student Finance England.

Contact NHS Student Bursaries (NHS bursary)

Contact NHS Student Bursaries (NHS bursary) if you need help with your application.

Extra financial help

In addition to the NHS bursary (an NHS bursary) you may also be able to apply for extra help if:

you have children

you have adult dependants

you have a disability, long-term health condition, mental health condition or specific learning difficulty

you do a practice placement

your course runs for more than 30 weeks and 3 days in the academic year

Find out more about extra help on the NHS Student Bursaries website.

Dependants’ Allowance

You may get this (Dependants’ Allowance) if you have adults or children who are financially dependent on you when you’re training.

How much you get depends on your household income.

Apply for Dependants’ Allowance through your BOSS account.

Childcare Allowance

You must apply for Dependants’ Allowance before you can apply for Childcare Allowance.

You may be able to get the NHS Bursary (NHS) Childcare Allowance (Childcare Allowance) if you have dependent children.

How much you get depends on your circumstances and your household income.

You cannot get this (Childcare Allowance) if you’re not entitled to the NHS bursary (known as a ‘Fees Only award’).

To qualify:

you must use a registered childcare provider

your children must be under 15 on the first day of the academic year (or under 17 if they have special educational needs)

The allowance (Childcare Allowance) pays 85% of the gross actual cost up to:

£128.78 a week for 1 child

£191.45 a week for 2 or more children

Apply for Childcare Allowance via the form on the NHS Student Bursaries website.

Parent Learning Allowance

You must apply for Dependants’ Allowance first. If this (Dependants’ Allowance) includes a dependent child, you’re automatically assessed for Parent Learning Allowance.

You can claim up to £1,204 per academic year.

Disabled Students’ Allowances

You can get this (Disabled Students’ Allowances) if you have to pay extra costs because of a:

physical disability

long-term health condition

mental-health difficulty

specific learning difficulty like dyslexia

You need to give up-to-date medical evidence of the nature and severity of your disability from a qualified professional.

You can get up to:

£20,725 for a helper

£5,214 for specialist equipment for the whole course

£1,741 for other costs

Apply for Disabled Students Allowance through your BOSS account.

Practice placement expenses

If you do a practice placement you may be able to claim travel costs if:

your practice placement (a practice placement) is in a hospital or community health centre and not at your university

it costs you more to travel to your placement (a practice placement) than it costs to travel to university

Claim practice placement expenses via the form on the NHS Student Bursaries website.

Extra Weeks Allowance

If your course runs for more than 30 weeks and 3 days in the 2016 to 2017 academic year you may be entitled to Extra Weeks Allowance:

Where you study and live | Allowance

In London | £108 per week

Outside London | £84 per additional week

With your parents | £56 per additional week

Your Extra Weeks Allowance (Extra Weeks Allowance) is calculated automatically during the application process.


Student finance if you suspend or leave your course

Overview

If you leave or suspend your studies you must:

stop your student finance

repay any student finance you are not entitled to

Your student finance includes:

Maintenance Loans

Tuition Fee Loans

grants and bursaries

How much you need to repay and when you need to repay it (Your student finance) depends on:

what type of student finance you have

when in the academic year you leave your course (your studies)

whether you’re planning to return to your course (your studies) or not

If you suspend because of illness or another serious personal reason, you might still be able to get student finance while you’re away.

Stopping your student finance

You must stop your student finance payments as soon as you decide to suspend your studies or leave your course (your studies) early.

This (stop) will reduce any repayments you may need to make.

Student finance covers:

Maintenance Loans

Tuition Fee Loans

grants and bursaries

How to stop your student finance payments

You must:

tell your university or college that you’re leaving or suspending your course

contact Student Finance England if you’re a student from England

The way to make contact is different if you’re a student from:

Scotland

Wales

Northern Ireland

If you suspend your studies you can usually postpone your student finance payments until you return.

Repaying your student finance

How much and when you have to repay depends on:

the type of student finance you have

Your university or college will tell your student finance provider the date you finished your studies.

Maintenance Loans

Your student finance provider will reassess your Maintenance Loan based on the number of days you attended your course.

If any of your loan covers the period after you’ve left your course (your studies), this counts as an overpayment and you’ll need to repay it straight away.

The Student Loans Company will write and tell you how much you must repay. If you cannot repay the full amount, you can ask them to set up a repayment plan.

The rest of your Maintenance Loan is repaid in the usual way once you start earning over the threshold amount.

If you’re planning to return to your studies

The amount you were overpaid will usually be taken off your student finance payments when you return, so you do not have to repay straight away.

Grants and bursaries

If any of your grant or bursary covers the period after you’ve left your course (your studies), this counts as an overpayment and you’ll need to repay it straight away.

There are exceptions for:

childcare grants taken in or after the 2019 to 2020 academic year

grants taken in or before the 2016 to 2017 academic year

You do not have to pay back overpayments on these grants until you’ve finished your course.

Tuition Fee Loans

You’ll need to repay at least some of your Tuition Fee loan for the year that you suspend or leave your course (your studies).

You’ll need to pay back:

25% of the loan for the year (the year that you suspend or leave your course (your studies)) if you suspend or leave in term 1

50% of the loan for the year (the year that you suspend or leave your course (your studies)) if you suspend or leave in term 2

all the loan for the year (the year that you suspend or leave your course (your studies)) if you suspend or leave in term 3

This (all the loan for the year (the year that you suspend or leave your course (your studies))) is repaid in the usual way once you start earning over the threshold amount.

Getting student finance while you suspend your studies

You might be able to get student finance while you’re away from your course (your studies) if you suspend due to illness, bereavement or another serious personal reason.

You might also be able to get Disabled Students’ Allowances.

You can apply for funding if you return to your studies.

If you suspend because you’re seriously ill

You might be able to get a Maintenance Loan for 60 days after you suspend your course (your studies).

Your university or college must tell the Student Loans Company (SLC) about your situation.

Apply for extra money

If you’re having financial difficulties after 60 days you might be able to get more Maintenance Loan.

Apply to Student Finance England with:

a covering letter explaining your situation, including your customer reference number

evidence to support your claim, such as a bank statement or copy of your tenancy agreement

The address you send your application to is different if you’re a student from:

Scotland

Wales

Northern Ireland

You might also be able to get extra money from your university or college hardship fund.

If you suspend for another serious personal reason

You might still be able to get a Maintenance Loan for some or all the time you’re away from your studies.

Apply to Student Finance England with:

a letter explaining why you have to suspend your course (your studies), including your customer reference number and the academic year it relates to

evidence to support your claim

Supporting evidence includes things like:

a letter from your doctor or social services

a letter from your university or college

a bank statement

Scotland

Wales

Northern Ireland

You might need to send more than one piece of evidence.

SLC (the Student Loans Company (SLC)) will send you a letter explaining how much loan money you can get. You’ll usually get a decision within 6 weeks.


Check if your university or college can award a degree

Overview

If your degree is not officially recognised, it might not be accepted by employers, or universities if you’re planning further study.

Your degree will be officially recognised if it’s either:

awarded by an institution on the list of recognised bodies

on the list of recognised awards

If your institution or award is not listed

Your degree can be awarded by a different institution from the place you’re studying.

Your degree will still be officially recognised if the institution that awards your degree is on the list of recognised bodies.

If you’re not sure who awards your degree, ask your university or college, or check their website or prospectus. You can double check this with the institution you’re told awards your degree.

If you have any questions

If you’re not sure who awards your degree after speaking to your university or college, who you contact depends on where you study in the UK.

If you study in England

Email the Office for Students - providerverification@officeforstudents.org.uk.

If you study in Northern Ireland

Contact the Northern Ireland Executive higher education division.

If you study in Scotland

Contact the Scottish Government central enquiry unit.

If you study in Wales

Email the Welsh Government - customerhelp@gov.wales.

Recognised bodies

Recognised bodies are higher learning institutions that can award degrees.

A

University of Aberdeen

Abertay University (formerly University of Abertay Dundee)

Aberystwyth University (Prifysgol Aberystwyth)

Anglia Ruskin University

Anglo-European College of Chiropractic

Archbishop of Canterbury, The

Arden University (formerly known as Resource Development International)

Ashridge Business School

Aston University

B

Bangor University (Prifysgol Bangor)

University of Bath

Bath Spa University

University of Bedfordshire

BIMM Institute

Birkbeck, University of London

University of Birmingham

Birmingham City University

University College Birmingham

Bishop Grosseteste University

University of Bolton

Arts University Bournemouth

Bournemouth University

BPP University

University of Bradford

University of Brighton

University of Bristol

Brunel University London

University of Buckingham

Buckinghamshire New University

C

University of Cambridge

Canterbury Christ Church University

Cardiff Metropolitan University (Prifysgol Metropolitan Caerdydd)

Cardiff University (Prifysgol Caerdydd)

University of Chester

University of Chichester

City, University of London

Courtauld Institute of Art, The (degrees awarded by University of London)

Coventry University

Cranfield University

University for the Creative Arts

University of Cumbria

D

De Montfort University

University of Derby

University of Dundee

Durham University

E

University of East Anglia

University of East London

Edge Hill University

University of Edinburgh, The

Edinburgh Napier University

University of Essex

University of Exeter

F

Falmouth University

G

University of Glasgow

Glasgow Caledonian University

University of Gloucestershire

Glyndŵr University (Prifysgol Glyndŵr)

Goldsmiths, University of London

University of Greenwich

Guildhall School of Music and Drama

H

Harper Adams University

Hartpury University

Heriot-Watt University

University of Hertfordshire

Heythrop College (degrees awarded by University of London)

University of the Highlands and Islands

University of Huddersfield

University of Hull

I

Imperial College of Science, Technology and Medicine (also known as Imperial College London)

Institute of Cancer Research, The (degrees awarded by University of London)

K

Keele University

University of Kent

King’s College London

Kingston University

L

University of Central Lancashire

Lancaster University

University of Leeds

Leeds Beckett University (formerly Leeds Metropolitan University)

Leeds Arts University

Leeds Trinity University

University of Leicester

University of Lincoln

University of Liverpool

Liverpool Hope University

Liverpool John Moores University

Liverpool School of Tropical Medicine

University of London

London Business School

London Institute of Banking and Finance, The

London Metropolitan University

London School of Hygiene and Tropical Medicine

London School of Economics and Political Science, The (LSE)

London South Bank University

University College London

Loughborough University

M

University of Manchester

Manchester Metropolitan University

Middlesex University

N

NCG

NCH at Northeastern

Newcastle University

Newman University, Birmingham

Norland College

University of Northampton, The

Northumbria University Newcastle

Norwich University of the Arts

University of Nottingham

Nottingham Trent University

O

Open University, The

University of Oxford

Oxford Brookes University

P

Plymouth College of Art

Plymouth University

University of Portsmouth

Presbyterian Theological Faculty, Ireland (PTFI)

Q

Queen Margaret University, Edinburgh

Queen Mary, University of London

Queen’s University (Queen Margaret University) Belfast

R

Ravensbourne

University of Reading

Regent’s University London

Richmond, The American International University in London

Robert Gordon University, Aberdeen

University of Roehampton

Rose Bruford College of Theatre and Performance

Royal Academy of Music

Royal Agricultural University

Royal Central School of Speech and Drama (University of London)

Royal College of Art

Royal College of Music

Royal College of Nursing

Royal Conservatoire of Scotland

Royal Holloway, University of London

Royal Northern College of Music

Royal Veterinary College, The

S

University of Salford

School of Oriental and African Studies (SOAS), University of London

University of Sheffield

Sheffield Hallam University

University of South Wales (Prifysgol De Cymru)

University of Southampton

Solent University

University of St Andrews

St George’s, University of London

University of St Mark and St John, Plymouth

St Mary’s University, Twickenham

Staffordshire University

University of Stirling

University of Strathclyde

University of Suffolk

University of Sunderland

University of Surrey

University of Sussex

Swansea University (Prifysgol Abertawe)

T

Teesside University

Trinity Laban Conservatoire of Music and Dance

U

University of the Arts, London

University College of Estate Management

University College of Osteopathy

University of Law, The

Ulster University

W

University of Wales (Prifysgol Cymru)

University of Wales (University of Wales (Prifysgol Cymru)) Trinity Saint David (Prifysgol Cymru Y Drindod Dewi Sant

University of Warwick

University of the West of England, Bristol

University of West London

University of the West of Scotland

University of Westminster

University of Winchester, The

University of Wolverhampton

University of Worcester

Writtle University College

Y

University of York

York St John University

Foundation degrees

Recognised bodies that can only award foundation degrees:

Blackpool and the Fylde College

Cornwall College Group

Grimsby Institute of Higher Education

Hull College

Leeds City College

New College Durham

Newcastle College

Warwickshire College

Recognised awards

Certain bodies or institutions can award their own unique degrees. These are known as ‘recognised awards’.

Recognised award | Institution or body

Mastership in Clinical Biochemistry | Awarded jointly by: Royal College of Physicians Royal Society of Chemistry Royal College of Pathologists Association for Clinical Biochemistry and Laboratory Medicine

Degree of Barrister-at-Law | Benchers of the Honourable Society of the Inn of Court of Northern Ireland

Degree of the Utter Bar | Inns of Court

Master of Horticulture | Royal Horticultural Society

Mastership in Chemical Analysis | Royal Society of Chemistry

Mastership in Food Control | Awarded jointly by:Royal Society of Chemistry Society of Biology Institute of Food Science and Technology


Employment contracts

Overview

All employees have an employment contract with their employer. A contract is an agreement that sets out an employee’s:

employment conditions

rights

responsibilities

duties

These are called the ‘terms’ of the contract (A contract).

Employees and employers must stick to a contract until it ends (for example, by an employer or employee giving notice or an employee being dismissed) or until the terms are changed (usually by agreement between the employee and employer).

If a person has an agreement to do some work for someone (like paint their house), this isn’t an employment contract but a ‘contract to provide services’.

Accepting a contract

As soon as someone accepts a job offer they have a contract with their employer. An employment contract does not have to be written down.

Contract terms

The legal parts of a contract are known as ‘terms’. An employer should make clear which parts of a contract are legally binding.

Contract terms could be:

in a written contract, or similar document like a written statement of employment

verbally agreed

in an employee handbook or on a company notice board

in an offer letter from the employer

required by law (for example, an employer must pay employees at least the National Minimum Wage)

in collective agreements - negotiated agreements between employers and trade unions or staff associations

implied terms - automatically part of a contract even if they’re not written down

Implied terms

If there’s nothing clearly agreed between you and your employer about a particular issue, it may be covered by an implied term - for example:

employees not stealing from their employer

your employer providing a safe and secure working environment

a legal requirement like the right to a minimum of 5.6 weeks’ paid holidays

something necessary to do the job like a driver having a valid licence

something that’s been done regularly in a company over a long time like paying a Christmas bonus

Collective agreements

An employer may have an agreement with employees’ representatives (from trade unions or staff associations) that allows negotiations of terms and conditions like pay or working hours. This is called a collective agreement.

The terms of the agreement could include:

how negotiations will be organised

who will represent employees

which employees are covered by the agreement

which terms and conditions the agreement will cover

An employer must give employees and workers a document stating the main conditions of employment when they start work. This (Written statement of employment particulars) is known as a ‘written statement of employment particulars’. It (Written statement of employment particulars) is not an employment contract.

The written statement (Written statement of employment particulars) is made up of:

the main document (known as a ‘principal statement’)

a wider written statement

The employer must provide the principal statement on the first day of employment and the wider written statement within 2 months of the start of employment.

Employers must tell employees or workers about any changes to the written statement (the wider written statement). They must do this within one month of making the change.

There are special rules for agencies on documents that they need to provide to agency workers.

The principal statement

The principal statement must include at least:

the employer’s (An employer) name

the employee’s or worker’s name, job title or a description of work and start date

how much and how often an employee or worker will get paid

hours and days of work and if and how they may vary (also if employees or workers will have to work Sundays, nights or overtime)

holiday entitlement (and if that includes public holidays)

where an employee or worker will be working and whether they might have to relocate

if an employee or worker works in different places, where these will be and what the employer’s (An employer) address is

how long a job is expected to last (and what the end date is if it’s a fixed-term contract)

how long any probation period is and what its conditions are

any other benefits (for example, childcare vouchers and lunch)

obligatory training, whether or not this is paid for by the employer (An employer)

For employees, it (the principal statement) must also include the date that a previous job started if it counts towards a period of continuous employment.

Working abroad

If an employee or worker has to work outside the UK for more than a month, the principal statement must also include:

how long they (an employee or worker)’ll be abroad

what currency they (an employee or worker)’ll be paid in

what additional pay or benefits they (an employee or worker)’ll get

terms relating to their (an employee or worker) return to the UK

Other information the employer (An employer) must give on day one

On the first day of employment the employer (An employer) (An employer) must also provide the employee or worker with information about:

sick pay and procedures

other paid leave (for example, maternity leave and paternity leave)

notice periods

The employer (An employer) can choose whether to include this information in the principal statement or provide it in a separate document. If they (An employer) provide it in a separate document, this must be something that the employee or worker has reasonable access to, such as on the employer’s (An employer) intranet.

The wider written statement

Employers must give employees and workers a wider written statement (The wider written statement) within 2 months of the start of employment. This (The wider written statement) must include information about:

pensions and pension schemes

collective agreements

any other right to non-compulsory training provided by the employer (An employer)

disciplinary and grievance procedures

Problems with a written statement

If an employee or worker has a problem receiving their written statement, they can:

Try to solve the problem (a problem receiving their written statement) with their (an employee or worker) employer (An employer) informally.

If this (solve) does not work, take out a grievance against their (an employee or worker) employer (An employer) (employers can also get advice about handling grievances).

Take a case to an employment tribunal as a last resort.

The tribunal will decide what the employment particulars in the statement (their written statement) should have been.

Compensation

If an employee or worker wins a case about another issue (for example, unauthorised deductions from their wage slip), the tribunal may award compensation if there’s been a problem with their written statement as well.

Compensation can be up to 4 weeks’ pay although there’s a limit on how much a tribunal will award for a week’s pay.


Holiday entitlement

Entitlement

Almost all workers are legally entitled to 5.6 weeks’ paid holiday a year (known as statutory leave entitlement or annual leave).

This (entitled) includes:

agency workers

workers with irregular hours

workers on zero-hours contracts

An employer can include bank holidays as part of statutory annual leave.

Coronavirus (COVID-19) does not affect workers’ entitlement to holiday pay and leave, except for carrying over leave.

Statutory annual leave entitlement

Most workers who work a 5-day week must receive at least 28 days’ paid annual leave a year. This is the equivalent of 5.6 weeks of holiday.

Working part-time

Part-time workers are entitled to at least 5.6 weeks’ paid holiday, but this will amount to fewer than 28 days.

For example, if they work 3 days a week, they must get at least 16.8 days’ leave a year (3 × 5.6).

Use the holiday entitlement calculator to work out a part-time worker’s leave.

Irregular hours

People working irregular hours (like shift workers or term-time workers) are entitled to paid time off for every hour they work.

They might find it helpful to get an estimate of holiday entitlement by calculating leave based on days or hours worked in an average week.

Limits on statutory leave

Statutory paid holiday entitlement is limited to 28 days. For example, staff working 6 days a week are only entitled to 28 days’ paid holiday.

Bank holidays

Bank or public holidays do not have to be given as paid leave.

An employer can choose to include bank holidays as part of a worker’s statutory annual leave.

Extra leave

An employer can choose to offer more leave than the legal minimum. They do not have to apply all the rules that apply to statutory leave to the extra leave (Extra leave). For example, a worker might need to be employed for a certain amount of time before they become entitled to it (Extra leave).

Other aspects of holiday entitlement

Workers have the right to:

get paid for leave

build up (‘accrue’) holiday entitlement during maternity, paternity and adoption leave

build up holiday entitlement while off work sick

request holiday at the same time as sick leave

Disputes

Paid annual leave is a legal right that an employer must provide. If a worker thinks their right to leave and pay are not being met there are a number of ways to resolve the dispute.

Calculate leave entitlement

Annual leave begins to build up (‘accrue’) as soon as a worker starts their job.

An employer can use a ‘leave year’ or an ‘accrual’ system to work out how much leave their staff should get.

Use the holiday entitlement calculator to work out how much leave someone should get.

Leave year

An employer should tell their (An employer) staff the dates of their statutory leave year as soon as they start working, for example, it might run from 1 January to 31 December.

Workers must take their statutory leave during this time. If a leave year is not set out in a contract then it will start:

on the first day of a new job (if started after 1 October 1998)

on 1 October (if started on or before 1 October 1998)

The leave year and holiday entitlement is not affected by maternity, paternity or adoption leave. The employee still builds up (‘accrues’) holiday over these periods.

Leave entitlement when starting a new job

If a worker starts their job part-way through a leave year, they’re only entitled to part of their total annual leave for the current leave year (a leave year). What they get depends on how much of the year (a leave year) is left.

Use the holiday entitlement calculator to work out how much leave someone has left.

Accrual system

An employer can use an accrual system (Accrual system) to work out a worker’s leave during the first year of the job. Under this system (Accrual system), a worker gets one-twelfth of their leave in each month.

Carrying over leave

The worker’s contract says how many days’ leave they can carry over into the next year.

If a worker gets 28 days’ leave, they can carry over a maximum of 8 days.

If a worker gets more than 28 days’ leave, their employer may allow them to carry over any additional untaken leave. Check the employment contract, company handbook or intranet to see what the rules say.

Leave affected by coronavirus (COVID-19)

Workers may be able to carry over untaken leave into the next 2 years if they (a worker) cannot take it because their (a worker) work is affected by coronavirus (coronavirus (COVID-19)).

They (a worker) could do this (carry) if, for example:

they (a worker) need to provide cover for their (a worker) co-workers and have no other opportunity to take holiday in their (a worker) leave year

there will be staff shortages if too many workers take their leave before the end of the leave year

they (many workers)’re classed as critical workers, such as healthcare or supermarket workers

If a worker is able to take leave, the standard rules for carrying over leave still apply.

Workers on parental or sick leave

If a worker cannot take all of their leave entitlement because they (a worker)’re already on a different type of leave (for example sick, maternity or parental leave), they can carry over some or all of the untaken leave into the next leave year.

An employer must allow a worker to carry over a maximum of 20 of their 28 days’ leave entitlement if the worker could not take annual leave because they were off sick.

Holiday pay

Workers are entitled to a week’s pay for each week of statutory leave that they (many workers) take.

Most workers are entitled to 5.6 weeks’ paid holiday a year. You can use the holiday calculator to work out how much leave someone should get.

A week’s pay is worked out according to the kind of hours someone works and how they’re paid for the hours. This includes full-time, part-time, term-time and casual workers.

Working pattern | How a week’s pay is calculated

Fixed hours and fixed pay (full- or part-time) | A worker’s pay for a week

Shift work with fixed hours (full- or part-time) | The average number of weekly fixed hours a worker has worked in the previous 52 weeks, at their average hourly rate

No fixed hours (casual work, including zero-hours contracts) | A worker’s average pay from the previous 52 weeks (only counting weeks in which they were paid)

Calculating average hourly or weekly rate

To calculate average hourly rate, only the hours worked and how much was paid for them should be counted. Take the average rate over the last 52 weeks.

A ‘week’ usually runs from Sunday to Saturday. Only use another 7-day period (like Thursday to Wednesday) if that’s how a worker’s pay is calculated.

If no pay was paid in any week, count back another week so the rate is based on 52 weeks in which pay was paid. You can count back a maximum of 104 weeks to find these.

If a worker has less than 52 weeks of pay, use the average pay rate for the full weeks they have worked.

Workers who are paid monthly

To work out a week’s pay for someone who’s paid monthly:

Calculate the worker’s average hourly pay for the last month. Do this by dividing the month’s pay by the number of hours worked in the month.

Calculate the weekly pay. Do this by multiplying the average hourly pay (the worker’s average hourly pay for the last month) by the number of hours worked in a week.

Use the weekly pay calculation for each of the last 52 weeks to work out an average week’s pay.

Rolled-up holiday pay

Holiday pay should be paid for the time when annual leave is taken. An employer cannot include an amount for holiday pay in the hourly rate (known as ‘rolled-up holiday pay’).

If a current contract still includes rolled-up pay, it needs to be re-negotiated.

More information

There’s guidance for calculating holiday pay for workers without fixed hours or pay, which includes several examples.

You can also contact the Advisory, Conciliation and Arbitration Service (Acas) with questions about general holiday pay issues.

Booking time off

The general notice period for taking leave is at least twice as long as the amount of leave a worker wants to take, plus 1 day. For example, a worker would give 3 days’ notice for 1 day’s leave.

An employer can refuse a leave request or cancel leave but they must give as much notice as the amount of leave requested, plus 1 day. For example, an employer would give 11 days’ notice if the worker asked for 10 days’ leave.

If the contract says something different about the notice a worker or employer should give, what’s in the contract will apply.

Although employers can refuse to give leave at a certain time, they cannot refuse to let workers take the leave at all.

Part leave days

Some workers may be entitled to a part leave day - for example if they’re part-time or have a half day’s leave to take. How a part day should be taken is up to the employer.

When leave can and cannot be taken

Employers can:

tell their (Employers) staff to take leave, for example bank holidays or Christmas

restrict when leave can be taken, for example at certain busy periods

There may be rules about this in the employment contract or it may be what normally happens in the workplace.

The notice period for this is at least twice as long as the leave they (Employers) want their (Employers) staff to take. The employer (Employers) must tell the worker before the notice period begins.

If an employer wants a worker to take leave, they need to make sure that the worker can relax, rest and enjoy leisure during their holiday. For example, an employer cannot force a sick worker to take leave.

Taking holiday before leaving a job

During their (a worker) notice period the worker (a worker) may be able to take whatever is left of their (a worker) statutory annual leave.

Use the holiday entitlement calculator to work this out. How much they (a worker) get depends on how much of the holiday year has passed.

Taking more leave than the entitlement

If a worker has taken more leave than they’re entitled to, their employer must not take money from their final pay unless it’s been agreed beforehand in writing. The rules in this situation should be outlined in the employment contract, company handbook or intranet.

Getting paid instead of taking holidays

The only time someone can get paid in place of taking statutory leave (known as ‘payment in lieu’) is when they leave their job. Employers must pay for untaken statutory leave, even if the worker is dismissed for gross misconduct.

If an employer offers more than 5.6 weeks’ annual leave, they can agree separate arrangements for the extra leave.

Zero-hours contracts

When a worker on a zero-hours contract has not worked for 4 weeks, this may be treated as the end of the employment. The employer will usually pay the worker for untaken leave, even if they’re going to offer them more work later.

Workers on furlough because of coronavirus (COVID-19)

Workers have the right to build up (‘accrue’) holiday entitlement while they’re on temporary leave (‘furloughed’) because of coronavirus (COVID-19). They can also take leave while on furlough.

Bank holidays

If a furloughed worker is not working on a bank holiday they usually take as paid leave, they can agree with their employer to either:

take it (a bank holiday they usually take as paid leave) as normal

take it (a bank holiday they usually take as paid leave) at a later date

An employer must give a worker at least 2 days’ notice if they want them to take a bank holiday (a bank holiday they usually take as paid leave) as paid leave, unless the worker’s employment contract says something different.

The employer (An employer) must tell the worker (a worker) at least one day in advance of giving 2 days’ notice.

Holiday pay

An employer can continue to claim for a furloughed worker’s wages when the worker takes annual leave.

Calculate holiday pay as normal for any time the worker (a furloughed worker’s) was furloughed. If the holiday pay turns out to be more than the worker (a furloughed worker’s) was paid during this time, their employer (An employer) must pay the difference.

Agency workers

Agency workers with ‘worker status’, including those who use an umbrella company, have their usual holiday entitlement when on furlough.

Their employer can claim a grant to help cover the cost of their wages.

Holiday entitlement for those without worker status remains the same and depends on their contract.

Agency workers may also be able to carry holiday into future leave years.

More information

There’s more guidance on holiday entitlement and pay during coronavirus.
You can also find out more about holiday entitlement during coronavirus on the Acas website.


Rest breaks at work

Overview

Workers over 18 are usually entitled to 3 types of break - rest breaks at work, daily rest and weekly rest.

Rest breaks at work

Workers have the right to one uninterrupted 20 minute rest break during their working day, if they work more than 6 hours a day. This could be a tea or lunch break.

The break (one uninterrupted 20 minute rest break) doesn’t have to be paid - it depends on their employment contract.

Daily rest

Workers have the right to 11 hours rest between working days, eg if they finish work at 8pm, they shouldn’t start work again until 7am the next day.

Weekly rest

Workers have the right to either:

an uninterrupted 24 hours without any work each week

an uninterrupted 48 hours without any work each fortnight

A worker’s employment contract may say they’re entitled to more or different rights to breaks from work.

An employer should give an employee enough breaks to make sure their health and safety isn’t at risk if that work (Work that puts health and safety at risk) is ‘monotonous’ (eg work on a production line).

Domestic workers in a private house (eg a cleaner or au pair) aren’t entitled to rest breaks for health and safety reasons.

Taking breaks

Employers can say when employees take rest breaks during work time as long as:

the break is taken in one go somewhere in the middle of the day (not at the beginning or end)

workers are allowed to spend it (the break) away from their desk or workstation (ie away from where they actually work)

It (the break) doesn’t count as a rest break if an employer says an employee should go back to work before their break is finished.

Unless a worker’s employment contract says so, they don’t have the right to:

take smoking breaks

get paid for rest breaks

Exceptions and special circumstances

There are exemptions to the rights to rest breaks.

Some workers are entitled to compensatory rest breaks, eg shift workers.

Young people and lorry and coach drivers have different rights to rest breaks.

Compensatory rest

Workers may be entitled to ‘compensatory rest’ if they don’t have the right to specific rest breaks. Compensatory rest breaks are the same length of time as the break (or part of it (the break)) that they’ve missed.

A worker may be entitled to compensatory rest if:

they (A worker)’re a shift worker and can’t take daily or weekly rest breaks between ending one shift and starting another

their (A worker) workplace is a long way from their (A worker) home (eg an oil rig)

they (A worker) work in different places which are a reasonable distance from each other

they (A worker)’re doing security and surveillance-based work

they (A worker)’re working in an industry which is very busy at certain times of the year – like agriculture, retail, postal services or tourism

they (A worker) need to work because there’s an exceptional event, an accident or a risk that an accident is about to happen

the job needs round-the-clock staffing so there aren’t interruptions to any services or production (eg hospital work)

they (A worker) work in the rail industry on board trains or their (A worker) job is linked to making sure trains run on time

their (A worker) working day is split up (eg they (A worker)’re a cleaner and work for part of the morning and the evening)

there is an agreement between management, trade unions or the workforce (a ‘collective’ or ‘workforce’ agreement) that has changed or removed rights to these rest breaks (Compensatory rest breaks) for a group of workers

The total rest entitlement for a week is 90 hours a week on average - this doesn’t include breaks at work, which are additional.

Exceptions

Workers aren’t entitled to the 3 general types of rest break if they work in:

the armed forces, emergency services or police and they (Workers)’re dealing with an exceptional catastrophe or disaster

a job where they (Workers) freely choose what hours they (Workers) work (like a managing director) or where the work is not measured (ie no set hours)

sea transport

air or road transport (known as ‘mobile’ workers)

Air, sea or road transport workers may be covered by special rules that give them different rest rights.

Mobile workers not covered by any special rules usually have the right to regular rest so that their health and safety (or anyone else’s) isn’t put at risk.

There are also special rules for young workers and for lorry and coach drivers.

Young workers

Young workers (above school leaving age and under 18) are usually entitled to:

a 30 minute rest break if they (Workers) work more than 4.5 hours (if possible this should be one continuous break)

daily rest of 12 hours

weekly rest of 48 hours

Exceptions for young workers

Young workers sometimes aren’t entitled to daily rest or rest breaks at work if their work has to be done because of an exceptional event (eg an accident). This is only where:

there isn’t a worker over 18 who can do the work

the work (their work) is temporary and must be done immediately

Compensatory rest for young workers

Young workers have the right to compensatory rest (Compensatory rest for young workers) if they (Young workers)’re not entitled to daily rest or rest breaks at work. This (Compensatory rest for young workers) is the same amount of rest that they (Young workers) should have had. It (Compensatory rest for young workers) can be taken just after any rest they (Young workers)’ve missed but it (Compensatory rest for young workers) must be taken within the following 3 weeks.

Disputes

Workers who can’t take or aren’t allowed rest breaks should speak to their manager informally.

Get more information for employees who want to raise a grievance or advice for employers on handling grievances if there is a disagreement about rest breaks.

Workers can also get advice on rest breaks from the Acas helpline.

If a worker can’t solve a problem, they may be able to make a claim to an employment tribunal.


Solve a workplace dispute

Overview

Problems with your employer usually fall into one of two categories:

grievances - when you raise your concerns, problems or complaints with your employer

disciplinaries - when your employer has concerns about your work, conduct or absence

Explain your concern to your manager to see if you can sort out any problems informally. You may find it helpful to suggest what you would like them to do to solve your problem.

Your employer should discuss any disciplinary issues with you informally first. These issues could lead to formal disciplinary action, including dismissal in more serious or repetitive cases.

Right to be accompanied

You have the right to be accompanied to grievance or disciplinary meetings (and any appeals) by either a:

colleague or trade union representative

family member or Citizens Advice Bureau worker if this allowed - check your employment contract, company handbook or human resources intranet site

Formal procedures

You can make a formal grievance complaint or face formal disciplinary action if you were not able to resolve your problem informally.

Grievances

You can make a formal grievance complaint if you’ve tried solving a problem by talking to your manager but you’re not satisfied.

Your employer should put their grievance procedure in writing. You should be able to find this in your:

company handbook

human resources (HR) or personnel manual

employment contract

Your employer’s grievance procedure (their grievance procedure) should include these steps:

writing a letter to your employer setting out the details of your grievance

a meeting with your employer (Your employer’s) to discuss the issue

the ability to appeal your employer’s decision

Read the Acas guide on discipline and grievances at work for more information.

Disciplinary action

You might face disciplinary action if your employer has decided they have a serious issue with you or your work.

Your employer should put their (Your employer) disciplinary procedure in writing and it should contain:

your employer’s (Your employer) disciplinary procedure (their (Your employer) disciplinary procedure) rules

what performance and behaviour might lead to disciplinary action

what action your employer might take and your right to appeal

Suspension from work

If you are facing discipline over a serious issue, your employer may be able to suspend you during the time leading up to a disciplinary meeting.

Check your employment contract, company handbook or HR intranet site (human resources intranet site) to see if you’re entitled to be paid when suspended.

Using the Acas Code of Practice

The result of your claim could be affected if either you or your employer do not follow the Acas Code of Practice on disciplinary and grievance procedures and you go to an employment tribunal.

In this situation a tribunal can adjust the amount of compensation awarded by up to 25%.

Appeals

You can appeal the result of a grievance or disciplinary procedure. Your appeal must be in writing.

Appeals procedure

Your employer’s grievance and disciplinary procedures will set out:

who you should submit your appeal to

the time limit within which an appeal must be made

any meetings that will be held

how the appeal meeting will be run

You have the right to be accompanied during any appeal meetings.

Mediation, conciliation and arbitration

You can get help from a third-party to solve disputes between you and your employer. The main ways you can do this are through:

mediation

conciliation

arbitration

Mediation

Mediation is when an independent and impartial third party discusses a problem with you and your employer (or between you and another employee) to try and find a solution. It’s often used after informal discussions have not come up with a solution.

Mediation is voluntary and the mediator cannot force you or your employer to accept a solution. Both you and your employer (you and your employer) must agree on the way to solve the dispute.

Mediation should not be used to solve problems that have to be formally investigated (for example, harassment or discrimination).

You can also find a mediation service.

Read the Acas guide on mediation for more information.

Conciliation

Conciliation is similar to mediation but is normally used when:

you believe you may be entitled to make a claim to an employment tribunal

you have already made a claim to an employment tribunal

Conciliation is voluntary - both you and your employer (you and your employer) must agree to it before it happens.

Acas can offer a free service to help to settle a claim or potential claim.

Read the Acas guide on conciliation (the Acas guide on mediation) for more information.

Arbitration

Arbitration is when a third-party makes a firm decision on a case after considering all the issues.

You and your employer must agree to an arbitrator’s decision being legally binding. If you do not agree, you can still take a case to an employment tribunal.

Read the Acas guide on arbitration (the Acas guide on mediation) for more information.

Tribunals

If you have been unable to solve a problem between you and your employer, you may have to go to an employment tribunal.

At the tribunal (an employment tribunal), you and your employer will present your (you and your employer) cases, answer questions and the tribunal (an employment tribunal) will make a decision.

Help and advice

Call Acas, contact Citizen’s Advice or speak to your trade union or staff representative for help and advice.