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The Employee Appeal Process provides an employee with the opportunity to challenge a formal decision made by their employer where they believe the outcome is incorrect or unfair.

The Employment Rights Bill is currently one of the most significant pieces of proposed legislation in the UK employment law landscape. Introduced to Parliament on 10 October 2024, the Bill reflects a determined effort by the Government to deliver on its pledge to “Make Work Pay.” This is more than a slogan: it represents a comprehensive reform of rights for workers and responsibilities for employers, some of which have remained largely untouched for decades. This article takes a closer look at what the Bill is, why it has been introduced, the expected timeline for its passage, and most importantly what these changes will mean for employers and employees alike. Including the changes your business needs to be ready to make.

A Disciplinary Hearing would usually be described as a formal hearing between Employer and Employee which could be attended by an accompanying Colleague or Trade Union Rep. The purpose of the hearing is for the Employer to put too the Employee an allegation/s pertaining to alleged acts of misconduct allegedly committed by the Employee. A disciplinary hearing would usually follow a recent Investigation meeting.

Harassment is defined in law as unwanted behaviour related to a protected characteristic (such as age, race, sex, disability, religion or belief, sexual orientation, gender reassignment, pregnancy/maternity, or marriage/civil partnership) which has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Appraisal Support: Why great managers still lose great people, and how to stop it! Read our Appraisal Support Guide to retain your top talent

As the changes to Statutory Sick Pay (SSP) are fast approaching in April 2025, businesses must be prepared to adjust their absence management policies accordingly.

Each day our HR Advice Team are contacted and asked about staff members who are on long-term sickness absence, and what they can and cannot do. This article will explore a few of those questions and debunk some of the myths around sickness absence: Can we contact employees who are on long-term sickness absence? It is a common misconception that employees on long-term sickness absence cannot be contacted, and therefore cannot be dealt with accordingly. This is incorrect, and it can, to the contrary, put a Company in a negative light if they take no steps at all to [...]

I was recently providing flexible working advice to a Client who had received a request from one of their employees to change their hours of work. I was asked questions such as, “If they’ve only been here for 5 weeks, do I have to consider the request?”, and, “Can I not just refuse it?”. The answers were ‘yes’ and ‘no’, in that order. Although the law on Flexible Working changed on 6th April 2024, it is not a surprise we are being asked questions such as these when a recent study by ACAS found that 2 in 5 employers are [...]