The employment law changes due in October 2026 are the next stage of the Employment Rights Act 2025. Four of them reach most businesses: two on harassment, one on how long a potential tribunal claim can hang over you, and one on tips.
At least six weeks of school summer holidays put a particular strain on a small team. Parents need cover for children who are usually at school, and requests for time off all fall in the same weeks.
Almost every UK employment contract includes a probationary period. The rules around probation itself have not changed. There is no new law about how long it must last or what it must contain. What has changed is the legal framework around dismissal, and that changes everything about why probation matters.
A new government enforcement body launched in April 2026. Yet most employers have heard very little about it. The Fair Work Agency has the power to inspect your workplace, demand your records, and issue financial penalties, all without a worker raising a complaint first.
From 6 April 2026, SSP changes in ways that will affect most SMEs, especially those with part-time, variable-hours, rota, seasonal, and zero-hours working patterns. The calculation method is still manageable, but it relies on having clear records, a consistent approach to qualifying days, and managers who follow the same process every time.
Unfair dismissal remains one of the most common employment risks facing small and medium sized businesses. Many claims arise not from extreme misconduct, but from decisions made quickly, under pressure, and without sufficient regard to process or proportionality.
Whistle blowing is meant to help people raise serious concerns in the public interest, such as safety risks, legal breaches, or wrongdoing that could affect others. For SME leaders, it is also a common flashpoint during workplace disputes.
From 1 January 2027, the unfair dismissal qualifying period in the UK will reduce from two years to six months under the Employment Rights Act 2025. This is one of the most significant recent UK employment law changes affecting unfair dismissal rights.
Calculating holiday entitlement for zero-hour contract employees can seem complicated, especially if you do not deal with it regularly. Unlike full-time staff, zero-hour employees do not have fixed hours, so their holiday entitlement must be worked out based on the hours they actually work.
Starting a disciplinary process is a serious step for any employer. It helps maintain standards and protect your business, but it often triggers additional challenges. Two of the most common issues SMEs face during disciplinary action are employees going off sick and employees raising a grievance. These situations can complicate matters if not handled correctly. In this article, we explain what these actions mean and outline the steps you should take to keep your process fair, compliant, and on track.
Redundancy is one of the most misunderstood areas of UK employment law. Many business owners and managers believe redundancy is linked to an individual’s performance, but that is incorrect. Redundancy is about the role, not the person. Understanding this distinction is essential for SMEs to avoid costly mistakes and legal claims, especially as businesses face rapid change and technological disruption.
Did you know that any employee can request flexible working from their very first day in a role? This is one of the most significant changes to UK employment law in recent years, introduced in April 2024. For SMEs, this means you need to be ready to handle requests immediately, even during onboarding.
The ACAS early conciliation extension, expected to take effect from December 2025, will increase the maximum period from 6 weeks to 12 weeks. This proposed change aims to give employers and employees more time to resolve workplace disputes before they escalate to employment tribunal claims.
DSARs are becoming a common feature of employment law processes, particularly where grievances, disciplinary action, or disputes are involved. This guide explains what a DSAR is, why employees submit them, and how to respond correctly and confidently, especially when the request relates to HR matters.
AI tools like ChatGPT are changing how employees communicate in the workplace. What used to be a short email or informal note is now often a detailed, structured and persuasive document. Employees are using AI to assist them in writing grievances, disciplinary responses and appeals.
When employment issues arise, employers may want to discuss a potential exit with an employee in a way that reduces legal risk. Two common approaches are a protected conversation and a without prejudice conversation.
A guide to the new tips / TRONC legislation impacting the allocation of tips for staff in hospitality, retail and leisure industries.
Many employers are concerned about the impending increase in the employer national insurance (NI) rate from April 2025 – how pension salary sacrifice could ease the burden.
How we helped two new business owners with a TUPE scenario after they acquired the business.
Checklist for employers to get HR in order for 2025.
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