Under the Equality Act 2010, employers must make reasonable adjustments for disabled employees. These changes are meant to remove or reduce any disadvantage the employee faces due to their disability. Adjustments might include things like flexible working, special equipment, or changes to how tasks are done. But there’s a limit. Employers only have to make… [Read More]

Fixed-term contracts can be useful for temporary roles – such as maternity cover, project-based work or seasonal demand – but they come with risks that business owners and HR should be aware of and manage carefully. Day One legal rights and protections Employees on fixed-term contracts are protected under the Fixed-term Employees (Prevention of Less… [Read More]

All employers are under a general duty under Health and Safety at Work Act 1974 to provide a safe working environment. This includes working at safe temperatures. As UK summers get hotter, employers must take steps to protect staff from the risks of working in extreme heat. Heatwaves can affect productivity, comfort, and health. What… [Read More]

Making compulsory redundancies is rarely a simple business decision. Employers never want to lose valuable talent, and layoffs can leave skills gaps at a time the business needs them most to pivot or recover. Redundancy payments add up quickly, and the wider impact on staff morale, engagement and employer brand can be hard to repair…. [Read More]

Outsourcing investigations can provide objectivity Many businesses sensibly opt to use external HR consultants or investigators when handling high-stakes disciplinary or grievance matters to ensure objectivity, professionalism, and compliance – particularly involving senior staff. Investigators welcome decision from the EAT As this can be a volatile area, the recent Employment Appeal Tribunal (EAT) decision that… [Read More]