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Why employers need to act now The legal landscape around workplace harassment has changed significantly. Under the Worker Protection Act 2023 and the Employment Rights Act 2025 (ERA 25), employers now have a positive, proactive duty to prevent harassment from occurring. The law no longer allows employers to wait until
Over recent months, HR professionals and business leaders joined our webinars on the Employment Rights Act 2025, focusing on trade union reforms, probationary changes, and fire and rehire. Our live polls revealed a striking trend, that while businesses know major change is coming, most are unprepared and adopting a “wait
Overview This case review examines a remedy judgment in the case of Miss S Khan MBE v Blue Stockings (UK) Limited. Following a successful claim for victimisation and wrongful dismissal, the Employment Tribunal ordered the employer to pay a substantial sum over £234,000, highlighting how a single act of discriminatory
UK employment law has undergone a significant shift. Under the Worker Protection Act 2023 and the forthcoming Employment Rights Act 2025 (ERA 25), means that employers have a positive, proactive legal duty to prevent harassment. It is an “anticipatory” duty; meaning you must not wait for a complaint to occur
The Government have announced several pilot schemes aimed at overhauling the UK’s fit note system. According to the Government, 11 million fit notes are issued each year, with 90% determining the person is not fit for work. Criticism of the current system is that it is a tick box exercise
The Employment Appeal Tribunal case Kankanalapalli v Loesche Energy Systems Ltd EAT 49 concerned a breach of contract claim following the withdrawal of a job offer. The central legal dispute was whether an employment offer made ‘subject to’ certain conditions created a binding contract upon acceptance (its legal term known
Work-related stress occurs when the demands of the job exceed an employee’s ability to cope over a sustained period. Common causes include excessive workloads, tight deadlines, unclear roles, lack of control over work, poor communication, and limited support from managers or colleagues. In fast-paced environments or during organisational change, these
Overview In a landmark ruling that serves as a stark wake-up call, the High Court has awarded nearly £1 million to a former marketing manager following a catastrophic mental health breakdown caused by workplace stress. The case, Foxton-Duffy v Jockey Club Racecourses Ltd, highlights the severe legal and financial consequences
The Employment Rights Act 2025 introduces significant reforms to Statutory Sick Pay (SSP), coming into force from 6 April 2026. These changes will have a direct impact on how SSP is calculated, who qualifies, and how quickly payments begin. For employers, this represents an important shift in both payroll processes
New statutory pay rates will take effect in early April, with family-related payments changing from 5 April 2026 and Statutory Sick Pay from 6 April 2026. The updated weekly rates are: Statutory Paternity Pay: increasing from £187.18 to £194.32 Statutory Shared Parental Pay: increasing from £187.18 to £194.32 Statutory Adoption
As the UK prepares for significant changes to sexual harassment legislation, now is the time for employers to take stock of their current legal responsibilities and ensure they are meeting the required standards. Preventing sexual harassment is not simply about having policies in place. It requires a proactive, well-embedded workplace
You will be aware that just before Christmas, the Employment Rights Bill was passed and became an act of law, known as the new Employment Rights Act 2025. We have further clarity on some of the reforms that we had been told would come into force ‘soon after the Bill’
As a small business owner, navigating the shifting landscape of industrial relations can feel daunting. The Employment Rights Act 2025 introduces the first phase of significant reforms on 18 February 2026. These changes are designed to modernise trade union laws but also represent a shift in the balance of power
Key Changes and Implementation When do the new SSP reforms take effect? The changes are scheduled to be implemented in April 2026. What is the “Day 1” payment rule? Currently, there is a three-day “waiting period” before SSP begins, and it is paid only for full days of absence. Under
SSP Employment Reforms: The new Employment Rights Act 2025 will introduce changes to how SSP is paid and calculated from 6 April 2026: The current “waiting days” will be removed, meaning, statutory sick pay will be paid from the first day of sickness absence. There will be a new method
Please read the following guidance on how to manage your business and your staff during periods of adverse weather. Issues to consider include the following: Premises: do you have contingency plans if your premises are inaccessible? What would happen and how might you continue to operate if your premises were
As we prepare this month’s newsletter, the Employment Rights Bill (ERB) is approaching the final stages of becoming law and is widely expected to be enacted as the Employment Rights Act 2025. Since our previous update, there has been a notable change to the proposed ‘Day 1’ protection from unfair
The following information provides an employment law timeline and includes details of proposed developments that businesses need to be aware of in the months ahead. Bullying and Respect at Work Bill This private members Bill if passed, would introduce a statutory definition of bullying at work. In addition, it would
As the festive season approaches, we would like to take a moment to thank you for your continued support throughout the year. It has been a pleasure working with you, and we look forward to more success in the coming year. Please note that we have revised office hours over
On 12 March 2026, we hosted our Virtual Employment Law Seminar which you can rewatch here, where we explored the upcoming changes to UK employment law and what they mean for employers. During the session, attendees raised a number of important and practical questions. In this blog, we have summarised
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