Managing employees/workers
This is your overview of employment law developments that are in the pipeline, where you can learn what's happening, what might be happening and what isn't happening, as well as how you can start preparing for upcoming changes.
Are employees entitled to extra pay for working on bank holidays? What does an employer do if an employee refuses to work on a bank holiday? How should bank holidays be managed for part-time employees? We explain how to deal with some of the most common issues public holidays can raise.
As you set objectives for the coming year, seize the opportunity to move beyond traditional checklists and redefine high performance for your teams. By widening your lens, you lay the groundwork for a more innovative and resilient organisation in the months to come.
In the latest part of our series exploring the detail of the Employment Rights Act 2025, we look at the expansion of eligibility for statutory sick pay and the potential impact on employers.
This article explores the legal framework, the key pitfalls to avoid, and practical steps for implementing monitoring fairly and effectively.
Welcome to the Brightmine interactive world map showing statutory annual leave entitlements in 26 countries. This visual tool allows you to explore how many days of holiday employees are entitled to in different regions. Hover over the country you want to know about for more detailed insights.
Katherine Pope considers five tricky issues when dealing with workplace investigations, and how best to navigate them.
Do employees automatically have the right to carry over untaken annual leave into the following leave year? Is there a ban on rolled-up holiday pay? As we head into the summer holiday season in the UK, Stephen Simpson rounds up some common misconceptions around paid annual leave entitlement.
While many employers acknowledge that flexible working already is the new default way of working, in line with the Government's ambitions for the modern workforce, creating arrangements that meet the needs of both businesses and employees remains a challenge.
The policy intent behind the measures relating to zero and low hours workers in the Employment Rights Act 2025 is to end one-sided flexibility and "exploitative zero hours contracts". This does not mean that there will be an outright ban on such contracts. What it does mean is that there will now be a legislative framework, the intention behind which is to deliver a better level of predictability and security for workers. Barrister and mediator Alison Frazer looks at the practical implications for HR.
Commentary and insights: HR and legal information and guidance relating to managing employees/workers.