Managing employees/workers
Updated to reflect that public-sector employers no longer have to publish facility time under changes brought in by the Employment Rights Act 2025, effective from 18 February 2026.
Updated to reflect that "recognised legitimate interests" has been added as a seventh potential legal ground for processing, by the Data (Use and Access) Act 2025. The most relevant grounds for employers remain performance of a contract, legal obligations or the employer's legitimate interests.
Updated to detail the number of employment law reforms in the 289 pages of the Employment Rights Act.
Updated to reflect that public-sector employers no longer have to publish facility time, under changes brought in by the Employment Rights Act 2025 from 18 February 2026; and that employers will have a duty to provide facilities to union representatives and time off for union equality representatives in measures expected to come into force in October 2026.
Updated to reflect provisions in the Data (Use and Access) Act 2025 on automated decision-making and international data transfers.
Updated to refer to the Court of Appeal decision in Maritime and Coastguard Agency v Groom, which confirmed that the coastal rescue volunteer had worker status.
The annual Brightmine survey on absence rates, management and sick pay is now open to complete.
Updated to reflect the right to take paternity leave after shared parental leave under the Employment Rights Act 2025, effective from 6 April 2026.
Updated to reflect the right to take paternity leave after shared parental leave under the Employment Rights Act 2025, effective from 6 April 2026.
Updated to reflect that restrictions on automated decision-making are removed by the Data (Use and Access) Act 2025 from 5 February 2026, but that employers must still have safeguards in place.
HR and legal information and guidance relating to managing employees/workers.