Given there is potential for major sporting events such as the World Cup or Olympic Games to lead to increased unauthorised absence employers may wish to put specific rules and procedures in place during the relevant period. For example, employees who are off sick (other than those who are already known to be on long-term sickness absence) could be required to notify their absence to a specified person, for example a member of the HR department. This would help to make employ

Employers can be held vicariously liable for discriminatory acts by employees - even if the event is held off site and out of normal working hours. Under the Equality Act 2010, protection from harassment covers sexual harassment as well as unwanted conduct on the grounds of age, disability, gender reassignment, race, religion or belief, and sexual orientation. Employers should ensure that their policy on harassment is up to date, and has been brought to the attention of all e

An employer may be held to be vicariously liable for any defamatory statement made by an employee in the course of their employment. If an employee has used social media to make a defamatory comment about one of their employer's competitors, the employer should act quickly to limit the damage caused. In the first instance, the employer should seek to have the defamatory statement removed immediately by the employee since this is probably the quickest and most practical way of

There is no legal requirement for employers to give employees time off to watch major sporting events such as the Olympic Games or the football World Cup. Whether or not to grant time off is a matter for employers to consider, taking into account the needs of the business. During key sporting events, some employers operate a "business as usual" approach whereby employees who want to take time off must request annual leave in the usual way. At the other end of the scale, some

The employer should use its normal grievance procedure to deal with a complaint from an employee that a colleague is expressing political views that they find offensive. If the employer has a policy on political activities in the workplace, it should refer the employees to this. Any such policy should make clear that employees should not engage in political activities that could cause offence to or intimidate colleagues. It may be sufficient for the employer to raise informal

Most employers allow employees to self-certify their absence for the first seven days of sickness, and require a fit note for longer absences. For statutory sick pay (SSP) purposes, an employer cannot require an employee to provide a fit note until after seven calendar days of illness. If an employee is absent without a fit note, where they have been sick for more than seven days, the employer may be entitled to withhold either contractual sick pay or SSP.

Whether or not an employer can lawfully dismiss an employee for unauthorised absence depends on the reason for, and length of, the absence and the procedure that the employer follows.

From April 6th 2026 employers now also have a duty to keep records in relation to annual leave and holiday pay. Whilst this sounds like good practice anyway, this is actually the first time there has been an employment law duty to do so.

The Employment Rights Act 2025 packs an imposing number of reforms into its 289 pages. Despite its length and complexity it will function mainly as a framework and its full practical effects will only become clear once the relevant regulations, codes of practice and updated guidance have been published.

What is changing?

Unused statutory holiday entitlement cannot be replaced by a payment in lieu, except when the employment is terminated.

What are an employer's obligations under the Working Time Regulations 1998? Under reg.4(2) of the Working Time Regulations 1998 (SI 1998/1833), an employer is obliged to retain up-to-date records of workers who have agreed to opt out of the 48-hour working week. Employers should maintain a list of the names of such workers, and a copy of the opt-out agreements.