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Your contract of employment should contain a clear written term specifying your rate of pay and other pay elements, which are a matter of agreement between you and your employer. 

The written statement of employment particulars, which all workers must be given on or before their first day of work, must tell you your rate of pay, and when you will be paid (i.e. weekly, monthly, etc.).  

Where your wages vary depending on the number of hours worked (for example, zero hours contracts), your payslip must show the number of hours for which you are being paid.  

The rate of pay may result from a collective agreement between your employer and one or more unions. In any event, of course, your basic hourly rate must not be below the National Minimum Wage

You have some important rights relating to your pay, including the right not to be paid less because of your sex (the right to equal pay), or because of your race or ethnicity, or because you work part-time, or as a temporary (fixed-term) employee. Agency workers who have worked for 12 weeks in the role with the same hirer (including any agency worker paid through an umbrella company) also have important pay equality rights. 

Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.
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