As Christmas draws ever closer, we wanted to take the opportunity to of saying that it’s been a huge pleasure working with you this year and we hope that you’re able to recharge your spent batteries over the Christmas period ready for what I very much hope will be a prosperous 2024.

The Government has announced the following changes to statutory rates, likely to take effect from the start of April 2025.

During the Christmas period companies face a minefield of potential HR challenges and we feel the best way to deal with these is to be prepared. Typically the challenges come from four main areas …

Hot on the heels of the initial consultation, the government has launched a second consultation specifically aimed at how the above provisions might apply to agency workers …

Please make your views known by taking part in the consultation, it’s a few short questions and shouldn’t take long, I feel that the proposed changes will disproportionately affect small and medium-sized businesses and as such it’s important that your views are heard before any final decisions are made.

Before July’s general election, Labour published its plan to ‘Make Work Pay’, which outlined several significant changes to employment law billed as being the biggest update to this area of the law in more than a generation.

The law on sexual harassment in the workplace has been updated as of 26th October 2024, introducing several key changes and additional obligations for employers in the UK. The primary legislation governing these changes is the Equality Act 2010 (Amendment).

From October 1, 2024, employers are required to take proactive measures to protect their employees from third-party harassment, under new legislation aimed at enhancing workplace safety and dignity.

The Government is preparing to introduce new legislation aimed at ensuring employees have the right to disconnect from work outside of their contracted hours. This move is part of a broader initiative to improve work-life balance and protect workers' mental health and well-being.

A little over a week ago, in the King’s Speech to Parliament, the new Government laid out its planned changes to employment law, as previously outlined in its manifesto and Plan to Make Work Pay.

The new Employment Rights Bill will include ….

Within the last few days, the major UK political parties have all published manifestos outlining their proposed changes to employment legislation.

Ahead of the general election on 4th July 2024, the Labour Party has published its "Making Work Pay" document, which outlines significant proposed changes to UK employment law.

Here are the key points ….

Human Resources (HR) departments have long been viewed with a mix of reverence and scepticism. Employees often find themselves caught in the middle of HR's dual roles: being a supportive presence and a staunch protector of the company's interests. This duality can create confusion and mistrust. However, understanding what HR truly is can help demystify its functions and foster a more realistic relationship between employees and the HR department.

The Government has announced the new compensation limits that are effective from 6th April 2024.

The Government has issued new guidance on the most recent changes to the law surrounding Holiday Pay and new legislation has been drafted that will effect changes to Paternity Leave and will apply in all cases where the effective week of childbirth (EWC) is on or after 6th April 2024.

Hi and Happy New Year to you, we wish you and your business every success in 2024 and rest assured we’ll be here when we’re needed … Notwithstanding this. there are some employment law changes that are effective from 1st January 2024.

Ahead of tomorrow’s budget, the government has this evening announced the increases to the National Minimum Wage and National Living Wage which will take effect from the start of April 2025.

In October 2022 the Government introduced a bill which, if passed would have the effect of repealing all legacy EU legislation on 31st December 2023, unless it had been replaced with UK legislation restating or amending the existing provisions.

Many employment law commentators felt that this would be an opportunity for some changes to the law surrounding holiday entitlement, holiday pay and TUPE now that we are not bound by EU legislation and judgements in the European Court of Justice.

The above bill was dropped earlier this year but the Government has this week confirmed its position that there will be no changes to holiday entitlement and holiday pay going forwards and the existing provision and case law will remain.

This evening the Government has published the new National Minimum Wage and National Living Wage Rates which will be effective from the start of April 2024. For the second year running there has been a significant increase, higher than pundits were forecasting. 

We are thrilled to announce a significant milestone in our journey – we are celebrating twenty years of trading! This remarkable achievement would not have been possible without the unwavering support and trust of our loyal customers, both past and present.

At a recent speech to the TUC Congress, Labour’s deputy Leader has said that within the first one hundred days of a Labour Government, we would see the following changes.

In our ever-evolving work landscape, the boundaries of the traditional office have expanded, and remote work has become a prevalent mode of operation. As this trend continues, it's paramount that employers uphold the same standards of safety for employees working remotely as they do for those in the office. In this news item, we'll explore why extending Display Screen Equipment (DSE) guidelines to remote workers is essential and how it can contribute to a safer and more productive work environment.

The landscape of Human Resources (HR) is evolving at an unprecedented pace, thanks to the advent of Artificial Intelligence (AI). As AI technologies continue to advance, it has sparked discussions and raised questions about the potential replacement of HR professionals by AI.

Employers play a pivotal role in fostering diversity, equity, and inclusion (DEI) in the workplace. Here we focus on recent developments in employment law regarding DEI and provide practical guidance for employers to take proactive steps toward creating inclusive work environments that celebrate diversity and ensure equal opportunities for all.

Having documented policies about hybrid working, agile working, or home working is a highly recommended practice for employers. Here are several reasons why we feel it is beneficial:

The Employment Appeal Tribunal (EAT) has, within the last few weeks, reached its decision on two separate matters that were each cause for considerable debate at the height of the COVID-19 pandemic.

The Neonatal Care (Leave and Pay) Act, The Protection from Redundancy (Pregnancy and Family Leave) Act and the Carer’s Leave Act have now all now received Royal Assent and are expected to come in to force in 2024.

Late yesterday afternoon, the Government has announced a number of changes to employment law …

We haven’t seen any significant changes to employment law for several years; The Government is however currently considering a number of Private Members’ Bills that relate to employment law …

Companies with an annual turnover of £ 36 million or more are legally obliged to publish a modern slavery statement, which must be reviewed annually, within six months of the company’s financial year-end.