AM Employment Law Ltd

24/08/2026

✨Charity Fundraiser for Step By Step and Cash for Kids✨

Edrington have selected our lovely neighbours Step By Step to be one of the benefactors of funds raised in their EPIC 7 Scotland charity cycle.

Step By Step are an amazing charity based in Elgin who help support families in our local area who feel vulnerable and isolated.

The funds raised will be triple matched meaning every £1 donated is £4 raised. All proceeds will then be given to Step By Step and Cash for kids.

If you would like to make a donation this can be done via the following website: https://www.justgiving.com/campaign/epic-7-scotland?msockid=318a25bdfc3867971d3f31e0fd41660b

31/07/2026

Women in Business: The Real Conversations.

Where: Greenbrae Steading
When: 20th August 6pm

Adelle is delighted to have been invited to be a panellist at this Moray Business Women Event sharing the realities of business.

Tickets can be purchased for members and non-members at: https://tinyurl.com/4bysty4y

She looks forward to seeing you there.

Meet our Speakers for our next event - Women in Business: The Real Conversations.

Where - Greenbrae Steading
When - 6pm
Date - 20th August 2026

This is going to be a great night hosted by our President Claire Houston of CLH Physio & Sports Therapy

She will be asking some in depth questions of our Panelists

Dawn Mackenzie of Safehands Health & Safety Consultants Ltd
Sarah Holmes of Pencil Me In, and Seasgair Store
Joan Johnston of
Adelle Morris of AM Employment Law@amemedj

Tickets are Limited for this event and selling fast so get your tickets now - www.mbwc.org.uk/events

13/07/2026

📜DATA (USE AND ACCESS) ACT 2025📜
Effective date: 19 June 2026

A new statutory right for employees and other individuals to raise data protection complaints directly with their employer, came into force last month.

Previously, many data protection disputes went straight to the Information Commissioner’s Office. This right makes it easier for employees to raise a data protection complaint directly with their employer.

Employers must demonstrate that they have effective systems for receiving, investigating and resolving concerns internally. The ICO have provided further guidance on this new obligation: https://ico.org.uk/for-organisations/how-to-deal-with-data-protection-complaints/?mc_cid=32b85b5528&mc_eid=25a966bfc5

Failure to comply could amount to a breach of data protection law.

14/05/2026

SUPPORTING MENTAL HEALTH AS AN EMPLOYER

Supporting employee mental health isn’t just the right thing to do, it is also about managing legal risks.

When concerns are ignored or handled incorrectly this can lead to:
• Discrimination
• Grievances
• Unfair or constructive dismissal claims
• Reputational damage

Employers should feel confident in:
• Having open and appropriate conversations
• Following clear internal processes
• Making informed and fair decisions
• Knowing when to seek legal advice

Employers have a duty of care to their employees including their welfare, this means employers should:
• Assess workplace stress such as workload, bullying, lack of support
• Take steps to reduce those risks
• Check in with employees and take on board their feedback
• Provide a safe working environment
• Keep employee health information confidential

Getting it right means taking reasonable and informed steps to support your workforce.

If you are unsure whether your processes or policies are fit for purpose, a review of these could save significant time and cost later.

13/05/2026

REASONABLE ADJUSTMENTS: WHAT DOES THAT MEAN?

In reality reasonable adjustments are often small practical changes that can make a big difference to an employee’s working day.

For employees experiencing mental health challenges, adjustments may include:
• Adjusted workloads or deadlines
• Adjusted working hours
• Hybrid or remote working
• Time off for appointments
• Support

What is ‘reasonable’ depends on:
• The size and resources of the business
• The practicality of the adjustment
• The impact on the role and other staff

For employers this is not just good practice, it can be a legal obligation as failing to make reasonable adjustments can amount to discrimination.

If handled properly reasonable adjustments can:
• Improve productivity
• Reduce absence
• Create a healthier workplace
• Increase communication

If you are unsure what counts as ‘reasonable’ or how to implement adjustments fairly, getting the right advice early can prevent bigger issues early on.

12/05/2026

MENTAL HEALTH AT WORK: KNOW YOUR RIGHTS

If your mental health condition has a substantial and long-term adverse effect on your normal day-to-day activities, it may be considered a disability under the Equality Act 2010. This means your employer may have a legal duty to:
✅Make reasonable adjustments
✅Avoid discrimination e.g treating someone with a mental health condition less favourably
✅Provide a supportive working environment

You should not feel uncomfortable at work asking for support.

If you are unsure about your rights or how to approach the conversation with your employer, it may help to obtain clear confidential advice.

11/05/2026

✨Celebrating 20 Years of Moray Business Women✨

Adelle and Kerrie had a great time on Friday night celebrating 20 years of Moray Business Women.

The casino games were the highlight of the night, even if we didn’t win enough chips to snap up the bottle of champagne!!

Although we were celebrating, the event was also to raise vital funds for Moray Fresh Start.

A huge thank you to the Moray Business Women committee for arranging such a good evening.

11/05/2026

MENTAL HEALTH AWARENESS WEEK

This week (11th to 17th May) is Mental Health Awareness Week and this year’s theme is TAKE ACTION.

In support of Mental Health Awareness week, we will share a series of posts explaining mental health in the workplace, what your rights may be as an employee and how employers should support mental health in the workplace.

Certain mental health conditions may amount to a disability under the Equality Act 2010 if it meets the following criteria: a physical or mental impairment that has a substantial and long-term adverse effect on the person’s ability to carry our normal day-to-day activities.

Some examples of common mental health conditions that may meet this criteria are depression, anxiety, bipolar disorder, OCD, PTSD and ADHD.

Regardless of whether a mental health condition amounts to a disability, employers should:
• Act reasonably
• Take concerns seriously
• Make informed decisions
• Seek advice when needed

Supporting mental health in the workplace can be a significant benefit to both the employee and the employer.

24/04/2026

Hello everyone, 👋

Adelle and Kerrie have received a lovely testimonial from one of our recent clients. It has been an extremely busy start to the year, and we are so glad to hear that we are managing to keep up our usual standards of service.

Along with assisting clients with the Employment Rights Act changes we have dealt with an unusually high number of new queries regarding settlement agreements, redundancies, employee conduct, employee sickness, business sales, disciplinaries, and grievances.

Of course, if there is anything you need assistance with, please do not hesitate to contact us at the office.

Wishing everyone a nice weekend 🌞.

Adelle, Alison, and Kerrie