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Employment Law Advice Bureau Providing UK SMEs with free, confidential ACAS-based advice on Employment Law, HR and Health & Safety.

Last month, the government announced new rights for bereavement leave, expected to be enforced from April 2027.Employees...
15/10/2026

Last month, the government announced new rights for bereavement leave, expected to be enforced from April 2027.

Employees will receive a new statutory day-one right of up to two weeks of unpaid bereavement leave, with the flexibility to take it within a 56-week period.

The right will apply to employees who have lost

- A spouse or partner

- A parent

- An adult child

- A sibling

It will also cover step, half, adoptive, kinship-care and foster relationships.

One of the most significant parts of the ruling is that mothers and their partners who experience pregnancy loss before 24 weeks will be entitled to 2 weeks of unpaid leave. This includes miscarriage, termination and unsuccessful embryo transfer.

In the meantime, it is important to review your existing processes and procedures for bereavement and compassionate leave. As well as training managers on how to handle requests and support employees who have lost a loved one.

Need help reviewing or updating your employee handbook, policy, or contract in line with new legislation?

Contact the Employment Law Advice Bureau for ACAS-based expert advice today: https://shorturl.at/Etw3O

1 in 5 employers say they aren’t confident about making the changes required by the new trade union rules, according to ...
13/10/2026

1 in 5 employers say they aren’t confident about making the changes required by the new trade union rules, according to a YouGov survey commissioned by Acas.

With most of these rules taking effect on 30 October, employers don’t have much time to prepare.

The duty to inform workers of their right to join a trade union has been delayed until January 2027, but the follow changes are going ahead as planned on 30 October:

🔹 A statutory right for trade unions to access workplaces to meet, represent, recruit and organise workers

🔹 A duty to give union representatives reasonable accommodation and facilities to carry out their role

🔹 Paid time off for trade union equality representatives

🔹 Further reforms to the recognition and derecognition process

🔹 Extended protection for workers against detriment for taking industrial action

These rules apply whether or not your business currently recognises a union. If a union makes an access request, it will follow a new statutory process, and how you handle it will matter.

Members of the Employment Law Advice Bureau can get free advice on how to prepare for these changes along with regular updates and employer guides as each stage of the Employment Rights Act comes into force. Join for free here:
https://shorturl.at/L6x8r

As an employer, you have a duty of care to do all you reasonably can to support employees health, safety and wellbeing –...
10/10/2026

As an employer, you have a duty of care to do all you reasonably can to support employees health, safety and wellbeing – this includes mental health, not just physical factors.

Your legal duty can be triggered even if your employee doesn't have a professional mental health diagnosis.

An employer may be deemed to have actual or constructive knowledge where:

- An employee has disclosed stress, anxiety or burnout
- There are repeated sickness absences linked to mental health
- Behavioural changes are apparent
- Medical certificates reference mental health conditions

Once knowledge exists, the duty to consider reasonable adjustments is triggered.

This is where things can get tricky to handle for employers without HR or employment law support...

The Employment Law Advice Bureau offers free confidential advice for employers, available 24/7. If you're facing a complex employee issue, speak to a member of our team today:
https://shorturl.at/CziD3

New research from Acas has found that 41% of employers are unaware of the changes to s*xual harassment law coming into f...
07/10/2026

New research from Acas has found that 41% of employers are unaware of the changes to s*xual harassment law coming into force later this month.

From 30 October, employers have a duty to take “all reasonable steps” to prevent s*xual harassment at work. This new standard will require employers to show they’ve done everything they reasonably could have to prevent harassment.

The changes don't stop there. Also starting from 30 October, employers will be liable for third-party harassment of their staff. If a member of staff is harassed by someone outside the organisation, such as a customer, contractor or member of the public, the employer will be the one answering for it.

Important: The new protection can also cover harassment linked to protected characteristics under the Equality Act 2010, not just s*xual harassment.

Some steps you can take before 30 October to safeguard your business:

➡️ Review and update your anti-harassment policies

➡️ Carry out a risk assessment that considers customer and public interactions

➡️ Train your staff and managers

Could your contracts and policies stand up to the new harassment duties from 30 October?

Get a free contract health check today:
https://shorturl.at/Etw3O

It's easy to brush off your dress code as a minor admin policy, especially with other more high-risk areas of employment...
05/10/2026

It's easy to brush off your dress code as a minor admin policy, especially with other more high-risk areas of employment law changing this year.

However, it's one of the few rules managers enforce face to face, often on the spot, which is exactly how small issues can turn into employee grievances.

Unclear standards that aren't documented or consistently applied, or managers who aren't properly trained on the rules and what the handbook says, can all create far bigger problems for your business.

It's important to review your current dress code, update contract and handbook wording where needed, make sure staff know where to raise concerns, and train managers to avoid inconsistent decision-making.

If you're unsure whether your dress code is fit for purpose, or you can't remember the last time it was reviewed, contact the Employment Law Advice Bureau for a quick check and peace of mind.

Speak to an expert today: https://shorturl.at/CziD3

Picture this: one of your managers is told than an employee has been rude to a customer and it’s not the first complaint...
01/10/2026

Picture this: one of your managers is told than an employee has been rude to a customer and it’s not the first complaint against them. They want the employee gone by the end of the week, and because the employee has only been with the business a few months, they assume a quick dismissal will carry little risk.

This is exactly how many disciplinary claims begin – a flawed process gives a legitimate decision a reason to be disputed

Here’s 5 steps you can take for a sound disciplinary process:

1️⃣ Investigate first: Establish the facts before any formal action is taken, and where possible, use an investigator who won’t go on to chair the hearing.

2️⃣ Invite in writing: Set out the allegations and evidence clearly and give the employee reasonable time to prepare their response.

3️⃣ Suspend only if necessary: Suspension should never be automatic, and where it is used, it should normally be on full pay, confirmed in writing and presented as a neutral act.

4️⃣ Hold a fair hearing: Employees have the statutory right to be accompanied by a trade union representative or a colleague. The chair must remain open-minded until all evidence and mitigation have been taken into consideration.

5️⃣ Confirm the outcome and offer an appeal: Any sanction should be proportionate to the conduct and confirmed to the employee in writing, setting out the reasons for the decision and their right to appeal it.

A fair dismissal process should be followed at each stage of employment, and from 1 January 2027 the risk of getting it wrong will increase, as the qualifying period for ordinary unfair dismissal claims reduces from 2 years to just 6 months of service.

Facing a disciplinary issue that you’re not sure how to handle? Speak with one of our employment law experts for free today
https://shorturl.at/rsxG2

30/09/2026

From 1 October, tribunal time limits are extending form 3 months to 6, giving employees significantly longer to bring a claim. And from 30 October, employers face a stronger duty to take “all reasonable steps” to prevent s*xual harassment, along with a new liability for harassment by third parties.

For many employers, this means contracts and policies written years ago will no longer be fit for purpose. Grievance procedures, anti-harassment policies and staff handbooks all need reviewing against the new legislation.

But October isn’t the end – further changes affecting fire and rehire and unfair dismissal rights are due in January 2027.

Employers who get ahead now will be in a better position going forward.

Members of the Employment Law Advice Bureau have access to expert guidance to help review contracts and policies ahead of these changes.

Not a member? Become one for free today: https://shorturl.at/L6x8r

Right to work checks are an essential part of the recruitment process for all UK businesses, and it is your responsibili...
23/09/2026

Right to work checks are an essential part of the recruitment process for all UK businesses, and it is your responsibility to conduct them for every prospective employee.

With over 17,000 illegal working arrests made in the past 2 years, are you confident you can carry out right to work checks compliantly?

To reduce compliance and discrimination risks, it is important to use the same checking process for every new starter and to keep clear, dated copies of the documents or evidence of the online check.

From 1 October 2026, right to work checks obligations get stronger, extending to include contractors, subcontractors and other labour arrangements.

Speak to our employment law experts to find out what the upcoming right to work changes mean for your business and get a quick compliance check of your current process
https://shorturl.at/CziD3

16/09/2026

There’s less than three weeks left before the tribunal claim window changes.

From 1 October, employees will soon have 6 months (not 3) to bring most tribunal claims forward, including unfair dismissal, discrimination and whistleblowing.

Employers need to hold records and keep documentation for twice as long, and stay alert to disputes for much longer after they arise.

Now is the time to check your contracts, policies and processes are up to scratch, before the extended window opens.

Book your FREE compliance health check with one of our employment law experts today to see where you stand: https://shorturl.at/rsxG2

A poll by the Society of Radiographers has highlighted a significant rise in racial abuse towards NHS staff by patients ...
11/09/2026

A poll by the Society of Radiographers has highlighted a significant rise in racial abuse towards NHS staff by patients in the past 18 months.

According to the data, instances include patients refusing to be treated by non-white staff and making racist comments towards workers.

Are you confident you can prevent third-party harassment in your workplace?

From 30 October 2026, you must take ALL reasonable steps to prevent third-party harassment related to age, disability, gender reassignment, race, religion or belief, s*x and s*xual orientation

If you have a customer-facing business such as care, healthcare, retail or hospitality, the new law will directly impact you. To understand your new legal duty and what steps you need to take to be compliant, contact the Employment Law Advice Bureau today https://shorturl.at/CziD3

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