Several clients have recently asked me: “What rights does someone have under a zero hours contract?”  It’s an important question if you’re considering whether this arrangement suits your business.   What is a Zero Hours’ Contract? A zero hours’ contract is an agreement where no minimum working hours are guaranteed. Instead, individuals are offered work as and when it is available, and they can choose whether to accept it. For employers, these contracts provide a flexible pool

Statutory Sick Pay (SSP) is set for changes under the Employment Rights Bill. As a business owner, it’s important to understand what’s coming and how to prepare without panic or over complication.   What’s Changing? The government is reviewing SSP with the aim of:   Removing the current three-day waiting period before SSP is paid Extending eligibility to employees earning below the lower earnings limit Providing clearer guidance to help employers administer SSP The goal is to

The way workplaces approach pregnancy loss is changing. The UK government is preparing to extend bereavement leave so that employees who experience miscarriage before 24 weeks of pregnancy will have a legal right to time away from work. This development represents more than just a legislative update – it’s a compassionate shift in recognising the impact of early loss on employees and their families.   The Current Position At present, statutory parental bereavement leave only

Creating a safe, respectful, and inclusive workplace isn’t just best practice – it’s a legal and moral duty for employers. Bullying or harassment at work can have a damaging effect on individuals, teams, and the overall culture of an organisation. Employers must take these issues seriously and act decisively when they arise.   Understanding Bullying and Harassment Before employers can address the issue effectively, it’s important to be clear on what constitutes bullying and h

Back in January 2024, the Government confirmed significant changes to how holiday pay should be managed. As we move further into 2025, many employers will start to see the practical effects of these reforms, particularly as new leave years begin and payroll cycles reset. These updates aim to provide greater clarity around entitlement, ensure fair pay for all workers, and reduce disputes about holiday accrual and carry-over. Below is a breakdown of the key changes and what the

The Government has confirmed that the National Minimum Wage and National Living Wage rates  will rise from April 2025 . While this may not impact every employer, it’s important to understand the new rates — particularly as increases apply not only to over-21s but also to younger workers and apprentices.   Planning ahead will ensure you remain compliant and can budget accurately for any increased payroll costs.   Step 1 : Understand the New Minimum Wage Rates   From April 2025

From 6 April 2025 , all employees who are parents of a newborn child may be eligible for Neonatal Care Leave (NCL) . This leave is designed to support parents whose child requires care in a neonatal unit immediately after birth, ensuring they can be present during a critical period without jeopardising their employment rights.   Who Qualifies? To be eligible for neonatal care leave, the following criteria must be met:   The child must be born on or after 6 April 2025 . The ch

Diversity, Equity and Inclusion (DEI) are now central to how modern organisations operate. Every day, employees and managers make decisions that influence colleagues, teams, and business outcomes. While most people aim to be fair and objective, the reality is that unconscious bias often shapes our choices without us even realising it. Unconscious (or implicit) bias develops from our social and cultural experiences. Left unchecked, it can lead to unfair treatment, reduced mora

With Christmas and other celebrations on the horizon, many organisations are planning parties and team socials. These events are a great way to reward staff and encourage bonding outside of work — but they can also create risks for employers if things go wrong. One key risk is vicarious liability : the legal principle that makes employers responsible for the actions of their employees if those actions are closely connected to work. This means that if inappropriate behaviour o

Your employees are the heart of your business. To get the best from them, your HR policies, procedures, and documents need to be robust, compliant, and aligned with your goals. That’s where our free HR Health Check comes in.   What is an HR Health Check? An HR Health Check is a short review of your current HR framework to make sure it’s:   Legally Compliant  – up to date with UK employment law and statutory requirements Practical and Efficient  – saving you time and reducing

The Employment Rights Bill marks one of the most significant overhauls of UK employment law in recent years. Designed to modernise workplace rights and improve conditions for millions of workers, the bill introduces reforms that will impact employers across all sectors. This guide summarises the key changes, legal obligations, and practical implications, particularly for small and medium-sized enterprises (SMEs).   What is the Employment Rights Bill? Introduced to Parliament

The new Employment (Allocation of Tips) Act 2023  is designed to make sure staff receive the money customers intended for them. From 1 October 2023 , it will be unlawful for employers to withhold tips or service charges from workers. The change is expected to put an additional £200 million  directly into the pockets of employees each year.   What’s Changing Under the new law, employers must:   Pass on all tips and service charges  to workers without making deductions. Share t

From October 2024 , the Worker Protection (Amendment of Equality Act 2010) Act will come into force. This legislation introduces a new duty on employers to take reasonable steps  to prevent sexual harassment in the workplace.   What’s Changing? Previously, under the Equality Act, an employer could defend a harassment claim if they could show that they had taken reasonable steps to prevent it. However, there was no legal obligation  to have such measures in place.   The new l

Dealing with serious misconduct is one of the most challenging situations for managers. Acting hastily may seem tempting, but it’s crucial to follow a careful, structured approach to protect both your business and the employee.   What Qualifies as Gross Misconduct? While your company’s disciplinary policy should list specific examples, gross misconduct generally refers to actions that fundamentally break the trust between employer and employee. Common examples include:   Thef

Occupational health is a cornerstone of any organisation committed to employee wellbeing. It focuses on preventing work-related injuries and illnesses, promoting a safe environment, and supporting both physical and mental health. A proactive approach not only protects staff but also helps reduce costs linked to absenteeism and improves overall productivity.   Understanding Occupational Health Effective occupational health management recognises the link between work and wellbe

Access to Work  is a government-funded programme designed to support people with disabilities or physical and mental health conditions so they can start, remain, or progress in employment. It can also provide support for those moving into self-employment or setting up a business (though it does not cover general start-up costs). Importantly, you do not need to be formally registered as disabled to qualify, and the scheme is not means-tested your earnings will not affect your

The statistics are striking:   Approximately one in five men die before the age of 65  due to preventable illnesses. Only around 20% of men seek professional help  for mental health concerns.   These numbers highlight a critical issue: many men feel unable to discuss their health challenges, often fearing judgement or potential negative impacts on their careers. Employers have a unique opportunity to create a supportive environment that encourages men to prioritise their heal

From 6 April 2024 , employees have a new statutory right to take time off to care for dependants with long-term needs. This entitlement sits alongside existing time off for dependants but has some important differences.   What’s the Difference? Dependants’ Leave  → Intended for emergencies or unexpected situations. Carer’s Leave  → Can be used to provide planned care or to make care arrangements for someone who relies on the employee.   Who Qualifies as a Dependant? A dependa

The Government has confirmed that the National Minimum Wage and National Living Wage rates  will rise from April 2024 . While this may not impact every employer, it’s important to understand the new rates.   Planning ahead will ensure you remain compliant and can budget accurately for any increased payroll costs.   Step 1 : Understand the New Minimum Wage Rates   From April 2024, the following rates will apply:   Over 21s (National Living Wage): Increasing from £10.18 to £11.

The workplace is rapidly changing, and recent updates to flexible working policies and proposed day-one employment rights give employers an opportunity to lead the way in employee satisfaction. Colleen Bloomfield explains how businesses can implement a streamlined approach to flexible work requests and stay ahead of the curve.   Flexible Working Requests from Day One From April 2024, employees no longer need to wait to make flexible working requests. They can now submit a req