Employers are facing a tight talent pool, rising recruitment expenses, and increasing uncertainty surrounding employment legislation. One major development is the Government’s proposed amendment to the Employment Rights Bill, which will make unfair dismissal a ‘day one’ right. This shift, when introduced, will reduce the flexibility employers currently have during probation periods and early employment, adding further pressure to get recruitment decisions right first time.
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As flexible and hybrid working continues to reshape the modern workplace, the CIPD’s latest report, ‘Flexible and Hybrid Working Practices in 2025, offers timely insight into how these arrangements are evolving — and what it means for both employers and employees.
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In a major House of Lords vote last week, peers backed an amendment (Amendment 49) to the Employment Rights Bill, scrapping the proposed day‑one unfair dismissal right in favour of reinstating a qualifying period for tribunal claims.
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Within the last few days, the Government has issued an updated timescale on the introduction of the various provisions contained within its Employment Rights Bill.
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In a world where AI tools like ChatGPT are becoming commonplace in the job search process, employers face a new challenge: how to distinguish genuine candidate ability from artificially enhanced applications. We’ve listed a few ways that businesses can adapt their recruitment practices to ensure applicants have the real-world skills to succeed — not just a well-polished CV and the ability to use AI tools..
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In today’s fast-paced and increasingly complex world of work, employees face a multitude of pressures—both personal and professional. From financial concerns and mental health challenges to family responsibilities and work-related stress, it’s no surprise that wellbeing has become a key focus for employers. One powerful way to support your workforce is through the introduction of an Employee Assistance Programme (EAP).
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After a number of years of there being very few changes to employment law, we’ve seen a number of changes over the last few months and have sight of more to come over the next eighteen months; I wanted to take an opportunity to summarise what’s been happening and what’s still to come.
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With effect from 6th April 2025, the following statutory rate changes will take effect:
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From 6 April 2025, eligible parents of babies who require neonatal care will gain a new statutory right to Neonatal Care Leave and Pay.
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We take immense pride in the commitment and dedication of our team members. Today, we are thrilled to celebrate a remarkable milestone—Bevan Hillard has officially completed ten years of service with us!
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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.
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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.
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The Government has announced the following changes to statutory rates, likely to take effect from the start of April 2025.
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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 …
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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 …
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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.
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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.
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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).
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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.
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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.
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