The concept of continuous employment is of fundamental importance in UK employment law because:-

• an employee must complete a minimum period of "continuous employment" to be eligible for certain rights (see Qualifying periods of service for rights/an outline summary ); and
  
• length of continuous employment is often an important factor in assessing any compensation which may be due to him (eg on unfair dismissal).

Until 6th February 1995 part-time employment did not always count in computing a period of continuous employment. That was changed and all part-time employment (regardless of hours worked) now normally counts in calculating a period of "continuous employment" (see Part-time workers ) if the job is a continuing job. However there will be no continuity of employment if the work (whether full or part time) is simply a series of short self-contained engagements with gaps in between during which there is no "mutuality of obligation" between the employer and the employee (see Carmichael & anor v National Power plc (HL) 1999 ICR 1226, HL).

A Government leaflet BERR "Rules governing continuous employment and a week's pay" is a useful summary of relevant law generally.

See also Employee/employee or self-employed? and various sub-topics under Continuous Employment for further notes.