Employment law, held as duties and as the steps that discharge them.
Dismissal, employment status, equality and TUPE — the duties an employment matter is made of, beside the procedures that actually run: disciplinary, redundancy, grievance, tribunal.
The model holds the domain; your org holds its own light on it.
A Hue Model is the world model of a domain — its rows, the positions they stand in, the two sides they fall on, and, where the domain has one, the source of truth that settles a row. There are no people in it. It is a model of the world, not of anyone in it, and it has no cutoff — only a last-visited state. You stand somewhere in it and it answers by position.
Stand somewhere, and the rows come to you
You copy a position out of the chamber's own map and send it back. No words are matched and nothing is guessed on your behalf — the door reads structure the index already carries, and answers with the neighbourhood you are standing in.
The rows below arrived with no search term at all, by position alone.
RIGHTS AND ENTITLEMENTS › Pay, Time and Protected Rights
placed
16
observed
0
unobserved
16
reached
16
the room you named
part-time worker less favourable treatment
A part-time worker's right not to be treated less favourably than a comparable full-timer on the ground of part-time status — Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000; pay, bonus, holiday and benefits pro rata unless objectively justified
Minimum 5.6 weeks — cannot be bought out except on termination
feature
working time limit
48-hour average over 17-week reference period — individual opt-out available
feature
maternity leave
Up to 52 weeks — ordinary 26 weeks + additional 26 weeks
feature
whistleblower protection
ERA s.103A — qualifying disclosure made in the worker's reasonable belief and in the PUBLIC INTEREST (s.43B(1)); good faith was removed on 25 June 2013 and survives only as a s.123(6A) reduction
feature
unlawful deduction from wages
ERA s.13 — deduction must have contractual or statutory basis
feature
the rest of its floor
paternity leave
Up to two weeks' leave for a partner around a birth or adoption placement — ERA 1996 s.80A and the Paternity and Adoption Leave Regulations 2002; 26 weeks' service by the 15th week before the expected week of childbirth; takeable as two separate weeks within 52 weeks of the birth since April 2024; statutory paternity pay alongside
feature
shared parental leave
Up to 50 weeks of leave and 37 weeks of pay shared between two parents once the mother or adopter curtails maternity or adoption leave — Shared Parental Leave Regulations 2014; both must meet the service and earnings tests; taken in blocks, together or in turn
feature
adoption leave
Up to 52 weeks' leave for one adopter of a couple, 26 ordinary plus 26 additional, with statutory adoption pay for 39 — Paternity and Adoption Leave Regulations 2002; a day-one right since 2015; the same shape as maternity leave for a child matched through an agency
feature
time off for antenatal care
A pregnant employee's right to paid time off for antenatal appointments — ERA 1996 s.55, no service requirement — and a partner's unpaid time off to attend up to two appointments of up to six and a half hours each, ERA 1996 s.57ZE
feature
flexible working request
The statutory right to ask for a change to hours, times or place of work — ERA 1996 s.80F; a day-one right with two requests a year since 6 April 2024; the employer must consult before refusing, decide within two months, and may refuse only on the eight listed business grounds
feature
rest break
An uninterrupted break of at least 20 minutes where the working day exceeds six hours, taken away from the workstation — Working Time Regulations 1998 reg 12; 30 minutes after four and a half hours for a young worker; unpaid unless the contract says otherwise
feature
daily rest
Eleven consecutive hours' rest in each 24-hour period, and a weekly rest of 24 hours in seven days or 48 in fourteen — Working Time Regulations 1998 regs 10 and 11; the gap between finishing one shift and starting the next
feature
statutory sick pay
The statutory minimum an employer pays a sick employee — Social Security Contributions and Benefits Act 1992 Part XI as amended by the Employment Rights Act 2025 — for up to 28 weeks; since 6 April 2026 payable from the first day of sickness (the three waiting days are gone) and to every employee (the lower earnings limit is gone), at the lower of the prescribed weekly rate and 80% of normal weekly earnings
feature
fit note
The Statement of Fitness for Work an employee needs from the eighth calendar day of sickness absence, self-certifying for the first seven — Social Security (Medical Evidence) Regulations 1976 as amended; issuable since 2022 by doctors, nurses, pharmacists, occupational therapists and physiotherapists; it can say 'may be fit for work' with adjustments
feature
DISCIPLINARY PROCEDURES
placed
8
observed
0
unobserved
8
reached
8
the rest of its floor
Conduct disciplinary investigation
Fact-find before hearing — witnesses, evidence, written record
function
Issue disciplinary invitation
Written notice — allegations, evidence pack, date, right to be accompanied
function
Hold disciplinary hearing
Formal hearing following ACAS code — present case, take response
function
Issue written warning
Formal sanction — improvement targets, review date, live period
function
Issue final written warning
Last sanction before dismissal — must be live at date of further misconduct
function
Process paid suspension
Administrative measure — must be paid, not assumed guilt
function
Handle disciplinary appeal
Independent review of outcome — must be genuinely considered
function
Write dismissal letter
State reason, effective date, notice or PILON, appeal right
function
A position the chamber does not hold comes back as a question
NOT A REAL ROOM→UNKNOWN_CATEGORY
21 rooms
The door never substitutes a nearby name. An unknown position returns the map instead, so the next thing you send is a place that exists rather than a guess that looked close.
Every row arrives already knowing its state
The reading is not a ranked list. Each row comes back in one of three states, and the state is the useful part — it tells you whether to build on the row, to go and look, or to honour it before you do either.
Zero point
The contract the work must implement. It is present whether or not anyone went looking for it, and it constrains the answer rather than decorating it.
Observed
Rows your org has already returned on. A lit row carries your org's reading as well as the chamber's.
Unobserved
Reached, and your organisation has not returned on it yet. This is the invitation, and it is where a return is worth the most — every one of them is a row you can light.
Two sides, and an ask lands on one of them
Employment law is indexed as what is owed and as what is done about it. A matter usually starts as one and becomes the other, and the index keeps them apart so an ask can land on the half you are actually in.
The duties
DISMISSAL AND TERMINATION16
RIGHTS AND ENTITLEMENTS16
EQUALITY LAW15
REDUNDANCY AND TUPE15
CONTRACT FUNDAMENTALS14
EMPLOYMENT STATUS14
DISCIPLINARY AND GRIEVANCE12
EMPLOYEE SURVEILLANCE AND MONITORING10
TUPE NATURAL-LANGUAGE ALIASES10
WORKPLACE RELATIONSHIPS8
DISABILITY AND CAPABILITY INTERACTION5
WORKER STATUS DRIFT5
FAMILY LEAVE1
STATUTORY PAY1
TRIBUNAL1
The procedures
DISCIPLINARY PROCEDURES
8
REDUNDANCY PROCEDURES
8
PERFORMANCE AND CAPABILITY PROCEDURES
7
EMPLOYMENT TRIBUNAL
6
GRIEVANCE AND DISCLOSURE PROCEDURES
6
CONTRACTS AND EXITS
5
A duty and the procedure that discharges it are different questions with different answers. Knowing which one you are in is most of knowing what to do next.
Seat levels
A Hue Models seat opens every Hue Model — the domains here today, and the ones that follow them.
Per seat, per month, pooled across the org — so one busy week never costs a quiet colleague their work. Lighting a row — returning what you observed — is the Observer's Index.
Before you compare two models
A hue identifies a row within a model, and never across them.
Bands are allocated per model and some overlap, so one hue can appear in more than one model. Each model is its own coordinate system, so two rows sharing a hue in different models are not related.