As I think we’re all aware, change is also afoot in employment law courtesy of the Employment Rights Act 2025. Last week the government confirmed to key changes, that as of 1 January 2027: Such changes mean it will be vital for employers to finesse their probation process to ensure any performance or other concerns about
Learn MoreWe recently received a call from someone who had been dismissed with less than two years’ service. He was under the impression his employer couldn’t do this due to a change in the law, making unfair dismissal a day one right. Unfortunately, we had to explain that this change has not yet been introduced. Currently,
Learn MoreWhile it’s difficult to stop an employee who is intent on making a claim, careful action by an employer can help reduce the chances of this happening. Our advice would be that as soon as an employer suspects there is an issue with an employee brewing, they contact their HR adviser or specialist employment law
Learn MoreAs is the case each year, April 2025 marks the time when increases are usually applied to a variety of payments due to employees. A snapshot of these increases include: National Minimum Wage – 1 April 2025 – 31 March 2026 (per hour) 1 April 2024 – 31 March 2025 (per hour) 21 years
Learn MoreRelevant to assessing injury to feelings awards in discrimination cases.Lower band of £1,200 to £12,100 (less serious cases); Middle band of £12,100 to £36,400 (cases that do not merit an award in the upperband); and Upper band of £36,400 to £60,700 (the most serious cases), withthe most exceptional cases capable of exceeding £60,700.
Learn MoreWith apprenticeships being back in the news again recently and the growth of degree apprenticeships, it is perhaps surprising how few employers ensure they put the correct contracts in place for their apprentices. This can have major consequences for employers if the apprenticeship isn’t working out. Apprenticeships in the UK can be structured under two
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