Under the Health and Safety (First Aid) Regulations 1981 (SI 1981/917), employers must provide such first aid equipment and facilities as are adequate and appropriate in the circumstances. What is adequate and appropriate will depend on factors including the nature of the hazards and risks involved in the type of work, the size of the organisation and the location of the workplace. Employers should carry out a needs assessment to determine what level of first-aid provision th

Employers must deal with statutory requests for flexible working in a reasonable manner and must consult with the employee, unless it is prepared to accept the employee's request in full.

If an employee takes part in industrial action, the whole of the week in which the action occurred is discounted for the purpose of continuous service, but there is no break in continuity.

Simply put, a hybrid worker splits their working time between the workplace and a remote location. This could be the worker's home or another location.

Before submitting a claim to the employment tribunal, a prospective claimant must contact Acas. Acas will attempt to reach a settlement in the matter by contacting the parties, talking through the issues and exploring ways of resolving the dispute. If Acas concludes that a settlement is not possible, or the six-week conciliation period expires without a settlement being reached, it will issue an early conciliation certificate to the prospective claimant. The prospective claim

A self-employed person is an independent contractor who runs their own business. Self-employed people are not entitled to the statutory employment protection rights that apply to workers or employees.

The real living wage has been announced today, giving real living wage employers six months to implement the rate by May 1st 2026.

A term-time worker generally works only during school terms.

Having investigated an employee's grievance and held a meeting with the employee to discuss it, the employer should consider whether or not to uphold the grievance and what, if any, action to take.

Section 54 of the Modern Slavery Act 2015 requires some organisations to prepare a slavery and human trafficking statement for each financial year, setting out the steps that the organisation has taken during the year to ensure that slavery and human trafficking is not taking place in its supply chains or its own business (or setting out that it has taken no such steps).

Do all employees have to agree to a change to their contractual terms before the employer can implement the change?

Where an employee is late for work on one occasion without good reason, unless there are consequences for you and your organisation (for example, a deadline is missed or a client relationship is damaged), you may choose to overlook the incident or give the employee an informal warning.