{"id":9628,"date":"2024-01-19T17:12:00","date_gmt":"2024-01-19T17:12:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=9628"},"modified":"2026-03-20T09:29:15","modified_gmt":"2026-03-20T09:29:15","slug":"podcast-2024-employment-law-changes","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/podcast-2024-employment-law-changes\/","title":{"rendered":"Key employment law changes to look out for in 2024"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Susie Munro and Fiona Cuming, senior legal editors at HR &amp; Compliance Centre, discuss the key employment law changes expected to come into force this year and reflect on some important case law decisions from 2023.<\/p>\n\n\n\n<p class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Key employment law changes to look out for in 2024\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/2jijeBGzXEz1qaqk6omIm8?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-7a57bd0f948d729dcee3dccd5aff3b1c is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the XpertHR podcast. XpertHR is a comprehensive source of leading practice, employment law and benchmarking information for HR professionals, providing solutions and expertise for every HR role, challenge and opportunity. You can find us any time of the day or night at  www.xperthr.co.uk.<\/p>\n\n\n\n<p class=\"\">My name is Robert Shore, and for this edition of the podcast I\u2019m joined by two of my colleagues, Susie Munro and Fiona Cumming, who are senior law editors at  XpertHR.Now, we\u2019ve set ourselves two goals today. The first is to discuss some of the important employment law caselaw highlights of 2023 that employers should be aware of. And then, second, to set out the legislative changes that should be on the radar of every HR department in 2024. There are supporting materials on the XpertHR<br>website and we\u2019ll be putting links to those in the show notes. So, we\u2019ll be discussing the legislative developments in the second half of the podcast. But before we do that, we\u2019ll start by looking back at some of the most important cases from 2023.<\/p>\n\n\n\n<p class=\"\">Susie, where shall we begin?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Well let\u2019s start with two decisions of the Supreme Court. Firstly, Chief Constable of the Police Service of Northern Ireland and Agnew. So this case is relevant for employment tribunal claims for unlawful deductions from wages, so for example where an employer hasn\u2019t paid the correct holiday pay. And it\u2019s about how<br>far back employees can claim for unlawful deductions. <\/p>\n\n\n\n<p class=\"\">So the case was brought by police officers and civilian police support staff in Northern Ireland in relation to overtime not being included in their holiday pay. And the Supreme Court held that they could claim for underpayments going back as far as 1998 when the Working Time Regulations actually came in. So there was no limit on how far back they could go. And it held that a gap of more than three months between deductions does not necessarily bring a series to an end.<\/p>\n\n\n\n<p class=\"\">So this is of particular relevance to Northern Ireland because in claims for unlawful deductions to two years, but those regulations don\u2019t apply in Northern Ireland<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So this is bad news for employers who historically haven\u2019t calculated their holiday pay correctly. Is that right?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So the case overturns a Court of Appeal decision, which is Bear Scotland, and that decision said that a gap of more than three months would break the chain of deductions. So it means that employees can potentially claim for longer periods. So in England, Scotland and Wales it wouldn\u2019t go back as far as 1998 because of the two-year limit but in Northern Ireland, yeah, it could be much longer.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And what\u2019s the second Supreme Court decision we\u2019re going to be looking at? Is this the Deliveroo case?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So it\u2019s the Independent Workers Union of Great Britain and the Central Arbitration Committee. So it was about a decision by the Central Arbitration Committee not to accept the union\u2019s application for recognition in relation to Deliveroo. So the issue was basically, \u2018Are Deliveroo riders workers and can they rely on the rights under Article 11 of the European Convention of Human Rights which related to the freedom of association, including the right to form and join a trade union?\u2019 <\/p>\n\n\n\n<p class=\"\">So the Supreme Court held that the riders in Deliveroo were not in an employment relationship, so they couldn\u2019t rely on the right to join a trade union. And an important factor in deciding if they were workers was the fact that the riders can appoint a substitute to carry out their duties. And other important factors were that<br>they can decide whether or not to work \u2013 so they could choose when to work and when not to work \u2013 and they could also work for competitors as well as working for Deliveroo. <\/p>\n\n\n\n<p class=\"\">So, as with all of these cases, what happens in practice will always be central. You can\u2019t just include a substitution clause in a contract to prevent someone having worker status if that doesn\u2019t reflect the actual relationship.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. Yes, that\u2019s an important point to underline, isn\u2019t it? Now Fiona, please join us. You\u2019re going to look first at one of the decisions that the Employment Tribunal, the EAT, delivered towards the end of the year about redundancy consultation. Can you talk us through it?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Yes, of course. And this is the case of De Bank Haycocks and ADP RPO UK Ltd. Now in brief, Mr De Bank Haycocks was a recruitment consultant with the UK subsidiary of a US parent company and the subsidiary decided to reduce the size of its recruitment team as its business had been affected by the pandemic. Now, the US parent company gave the subsidiary a standard redundancy selection matrix to use, and Mr De Bank Haycocks received the lowest score after that matrix was applied. <\/p>\n\n\n\n<p class=\"\">Following that, he attended two consultation meetings and his role was confirmed as redundant at the final meeting. And he appealed unsuccessfully and then brought a claim of unfair dismissal in the tribunal.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And the tribunal found that Mr De Bank Haycocks had been<br>fairly dismissed.<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Yes, it did. And so he appealed that decision to the EAT. And his<br>main argument was the tribunal had not dealt with the subsidiary\u2019s failure to consult during the formative stage of the redundancy process and that this failure meant that there was, in fact, no meaningful consultation as all the meaningful decisions had been made, even the scoring, by the time that he had had his consultation meetings with the subsidiary.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Hmm. And what did the EAT then decide?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, it broad agreed with him because it overturned the tribunal decision and it held that the dismissal was unfair. The EAT found that the subsidiary should have begun consulting earlier and at a stage when different decisions might have been possible. And this failure to consult at a formative, early stage meant that the employees had not had any opportunity to discuss the prospect of the subsidiary adopting a different approach to any aspect of its redundancy process. And in the EAT\u2019s view, well, there was no good reason why redundancy consultation could not have taken place earlier and at that time.<\/p>\n\n\n\n<p class=\"\">Now, it also found that the redundancy selection criteria supplied by the parent company had been entirely subjective and that it didn\u2019t necessarily reflect good industrial relations in the UK. Again, that was another reason why consultation should have begun at an earlier stage.<\/p>\n\n\n\n<p class=\"\">I think also the EAT\u2019s judgement, it\u2019s very helpful to employers because they reviewed all of the caselaw on what amounts to reasonableness in a redundancy situation, and they set out the key principals that should be followed.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And so what should employers be taking from this decision?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, it\u2019s established that consultation should general occur at the formative stage of redundancy process if there are collective redundancies, but the EAT has now confirmed that this is good industrial relations practice even where there is no obligation to consult with the union or employee representatives. <\/p>\n\n\n\n<p class=\"\">So basically, redundancy consultation should begin where the outcome of the process can still be influenced by the workforce, as in they can have input. And the failure to consult, as we know, or to consult sufficiently, will usually lead to a finding of unfair dismissal, as in Mr De Bank Haycocks\u2019 case. <\/p>\n\n\n\n<p class=\"\">And the other key take-away from this judgement is that one size doesn\u2019t really fit all, and subsidiaries of global companies should ensure that they apply a selection criteria that reflects good industrial relations practice in the UK, and a criteria that falls within the band of reasonable responses in the UK.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah, so perhaps a good tip there for global employers. So, another interesting EAT decision delivered last year is Charalambous and National Bank of Greece. Fiona, tell us about this one, if you would.<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Yeah, of course I can. Well, Ms Charalambous worked at the bank\u2019s London office and she emailed the office manager asking for a promotion and a pay rise, and she attached a spreadsheet that contained a breakdown of all the bank\u2019s current private clients, with turnover and other confidential information. Now, she copied in her trade union representative and send a blind copy to her lawyer, and the office manager, when he received the email, told Ms Charalambous that she was suspended pending a disciplinary investigation as she has sent confidential information to her trade union representative, who wasn\u2019t an employee of the bank and was an external recipient.<\/p>\n\n\n\n<p class=\"\">So Mr Charalambous, she attended an investigative meeting with the office manager. She told them that she\u2019d attached the spreadsheet accidentally as she had been tired. Following that, it then went to the disciplinary side of things, and a different manager held two disciplinary meetings with Ms Charalambous, and by the time of the second meeting that manager had discovered that she\u2019d also sent the email to her lawyer, and<br>indeed had forwarded a copy to her brother who worked at a different bank. So he put all this information into some notes, which he then sent to the office manager, and the office manager decided that Ms Charalambous\u2019s disclosure of that confidential information amounted to gross misconduct, and so she was summarily dismissed.<br>And after an unsuccessful appeal she brought various claims in the employment tribunal, including one for unfair dismissal.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And what did the tribunal then decide?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, it dismissed her claim because it found that she had been fairly dismissed for gross misconduct, and the case then proceeded to go to the EAT. And Ms Charalambous argued that (before the EAT) that her dismissal was procedurally unfair because a dismissal decision had actually been made by the office manager and not by the manager who had actually held the two disciplinary meetings with her.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And so was the EAT receptive to this argument?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, the EAT said that it was desirable and good practice that a meeting should take place between the employee and the person that actually dismisses them \u2013 and indeed, many employers\u2019 disciplinary procedures do require that that should happen \u2013 it didn\u2019t accept that a different result must be unfair if such a meeting does not occur. And the EAT said that the dismissal process must be looked at as a whole, including the appeals process, and it agreed with the tribunal that any procedural unfairness in the initial decision to dismiss was sufficiently addressed by the bank\u2019s internal appeal because this was conducted by a more senior manager who\u2019d actually met with Ms Charalambous and he had reached his decision after what the tribunal had found was\u2026he\u2019d carried out a full and careful<br>assessment of the evidence.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right, so looking at this case, what are the implications for employers? What should employers be thinking?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, it\u2019s a useful reminder that tribunals, when they\u2019re looking at procedural unfairness of a dismissal, they\u2019ll look at the fairness of the disciplinary process as a whole. And while we know, of course, each case will depend on its own facts, the more thorough the internal appeals process the more likely it\u2019s you\u2019ll be able to remedy earlier imperfections in the process. <\/p>\n\n\n\n<p class=\"\">But of course, the safest course of action for employers is always to have a different individual conducting each of the three fundamental stages of the disciplinary process.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And just as a reminder, those three fundamental stages are<br>investigation, disciplinary hearing, and right of appeal?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> In a nutshell, yes. But I should just add that Ms Charalambous has<br>actually been given leave to appeal the EAT\u2019s decision to the Court of Appeal, and so this may not be the end of the matter. <\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. Let\u2019s turn our attention now to the employment law developments that we know are coming up throughout 2024 and which HR should be preparing for. We\u2019re going to go through these chronologically, and we\u2019re starting with annual leave. Susie, there are a number of different developments, aren\u2019t there?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So we\u2019re going to start with something that\u2019s actually already in force. So there were some regulations that came into force on 1 January amending the Working Time Regulations, and they really just confirm what employers should already have been doing following previous EU caselaw. <\/p>\n\n\n\n<p class=\"\">So the general rule under the Working Time Regulations is that you can\u2019t carry over four weeks of statutory annual leave and then employers can agree that a maximum of 1.6 weeks can be carried over. So we\u2019re talking about the difference between the<br>four weeks of annual leave that was originally derived from EU law, and then the additional 1.6 weeks under the Working Time Regulations.<\/p>\n\n\n\n<p class=\"\">So caselaw has previously addressed the situations where employees haven\u2019t been able to use up all of their annual leave because they\u2019ve been on maternity leave or sick leave, for example. So the Working Time Regulations now confirm the position from previous caselaw.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. So to clarify, can employees, if they haven\u2019t been able to take it, now carry over all of their leave?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> So we\u2019ve still got a slight difference between the four weeks of annual leave and the additional 1.6 weeks of annual leave. So it depends on the reasons why they haven\u2019t been able to take their holiday as to how much they can carry over. So for family leave \u2013 so maternity leave, adoption leave, shared parental leave \u2013 if somebody hasn\u2019t been able to take their holiday for those reasons, they can carry over 5.6 weeks into the following leave year. But if you\u2019ve been on sickness absence and that\u2019s the reason why you haven\u2019t been able to take your holiday it\u2019s just the four weeks that you can carry over, and you have to take it within eighteen months of the end of the leave year in which it was due.<\/p>\n\n\n\n<p class=\"\">And these regulations also cover the carry-over of holiday where it hasn\u2019t been taken because of a failure on the employer\u2019s part. So this could be where the employer doesn\u2019t recognise the worker\u2019s right to annual leave or to payment for their holiday, for example, where they\u2019ve been wrongly categorized as not being a worker. And then similarly, if the employer has failed to give the worker a reasonable opportunity to take their holiday or they\u2019ve failed to encourage them to do so, or where they have failed to inform the worker that the leave will be lost if it\u2019s not taken by the end of the leave year. So in all of those situations where it\u2019s a failure by the employer, then it\u2019s the four weeks that you can carry over, and it can be carried over for as long as the failure continues. So it can carry over into multiple subsequent years.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So is this something employers should already be doing? That is, ensuring that employees take their annual leave.<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro: <\/strong>Well, it\u2019s not been set out in legislation before but these are all obligations that have derived from European caselaw. But yes, it\u2019s now clear that employers should monitor their employees\u2019 take\u0002up of holiday, and they should be doing things like sending out reminder emails encouraging employees to take their leave, and also you need to make sure that line managers are on board with this and that they are giving employees the opportunity to actually take their full holiday entitlement, otherwise you could end up with a big payment being due, payment in lieu for holiday on termination of employment if holiday has just been carrying over year on year.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. Let\u2019s move forward into April. April is going to be a very busy month for changes. There are some more holiday-related developments taking effect then, I think?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So we\u2019re looking now at changes relating to holiday entitlement for irregular hours and part-year workers. Again, these are changes that were brought in by the regulations that are enforced from 1 January, but these changes only apply for<br>holiday years beginning on or after 1 April, changes in relation to irregular and part-year workers.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So that means, then, that if your leave year runs January to January, these changes won\u2019t apply until January next year, that is 2025?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes, that\u2019s right. So if your leave year began on 1 January, or if it begins on any date before 1 April this year, for this leave year then you can just carry on doing things as you have done previously. This is only in place for leave years beginning on or after 1 April.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So you mentioned there irregular hours and part-year workers. Is there a nice, straightforward definition of those workers?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro: <\/strong>Sadly no, not really. There are definitions included in the regulations but they\u2019re not necessarily straightforward. But the first thing for employers to do is to look at the definitions and to decide whether they have \u2013 or if they might have during the leave year \u2013 any workers who fit the definition of either an irregular hours worker or part-year worker. And that\u2019s based on the contracts that you have with them. And these are completely new definitions. It\u2019s not something that employers have had to deal with before. I\u2019m not going to go into the detail of what the definitions are but the Government has just published some guidance which covers this, so that would be a good place to start, as well as actually looking at the definitions in the legislation.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So you need to look at the guidance definitions, and then if<br>you have workers who fit the definitions, what\u2019s changing?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> So, there\u2019s a new way of calculating holiday entitlement for these workers, rather than just saying that they\u2019re entitled to 5.6 weeks  a year. And this is in response to the 2022 Supreme Court decision in Harper Trust and Brazel, which held that the 5.6 weeks couldn\u2019t be pro-rated for employees who didn\u2019t work for the whole year.<\/p>\n\n\n\n<p class=\"\">So, under the new method it\u2019s an accrual method, so these employees will accrue annual leave throughout the year based on 12.07% of the hours that they work in the pay period. And they can accrue a maximum of 18 days. So the drafting in the legislation is a bit confusing, as you won\u2019t necessarily know what 28 days means when it comes to irregular hours workers because you have to work out how many hours make up one day to know what 28 days actually means in terms of hours. So it\u2019s a bit confusing. It\u2019s not clear from the actual legislation. So that is something that employers will be again looking for further guidance on.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And there is another change, though, isn\u2019t there? And this is rolled-up holiday pay, which is optional for employers to introduce.<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So again this is for leave years beginning on or after 1 April. Employers can choose to introduce rolled-up holiday pay, but again it only applies to those who fit the definitions of irregular hours or part-year workers. You can\u2019t choose to roll up holiday pay for any other workers. <\/p>\n\n\n\n<p class=\"\">So rolled-up holiday pay means that the employer pays an additional amount for holiday pay along with the employee\u2019s basic pay, so instead of making a payment at the time the holiday is taken. And that, the additional amount is calculated at 12.07%<br>of the worker\u2019s earnings during the paid period. And previously, rolled-up holiday was held by the European Court to be unlawful as it can deter workers from taking time off because they\u2019re not actually paid at the time that they take the holiday. But the Government has decided to allow it, as it could make administration of holiday a bit easier for employers with irregular workers.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Thinking in practical terms, what can employers do to prepare for<br>these changes?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> So, as well as identifying all of their workers that will be covered by this, employers need to make sure that they\u2019ve got a process in place for allowing these workers to actually book off the leave as it accrues. And they should consider if they\u2019re going to allow workers to take the leave before it\u2019s accrued, and if they\u2019re not going to do that then you need to think about how you\u2019re going to deal with accrued but untaken leave at the end of the year. So for the leave that is accruing in the final pay period. If they can\u2019t take it before it\u2019s accrued, when are they actually going to be  able to take it?<\/p>\n\n\n\n<p class=\"\">Also, employers might choose to roll up holiday pay but, like you say, it\u2019s not compulsory. That\u2019s just a decision that employers need to make to decide whether or not they\u2019re going to roll up holiday pay for their irregular and part-year workers.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And of course we also have the new National Minimum Wage rates for 2024. Fiona, can you tell us about those?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> I can. So they\u2019ll come in on 1 April as usual. I\u2019m not going to go through all the rates because I just want to flag up one big change, and that\u2019s that the age threshold for the National Living Wage (and that\u2019s the top rate of the National Minimum Wage) is, as of now, lowered from age 23 to apply to all workers aged 21<br>and over. So this means that from April this year the National Living Wage hourly rate for workers aged 21 or over is \u00a311.44. And according to the Treasury, this means that 21-year-olds are actually going to be getting a 21.4% increase this year, amounting if they\u2019re a full-time worker to almost \u00a32,300 a year.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So that could be quite significant. So employers will need to ensure that all their workers who are aged 21 and over by 1 April 2024 receive the National Living Wage.<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Absolutely. They need to keep an eye on the ages of their employees and their birthdays very carefully.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. Now also in April we\u2019ve got the new statutory right to carer\u2019s leave coming in. Susie, can you tell us about that?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So this is the right to take one week per year, but it\u2019s unpaid leave. And we\u2019re expecting this to come into force on 6 April this year, assuming that the regulations pass through Parliament, which we expect them to do. <\/p>\n\n\n\n<p class=\"\">So these regulations define a carer as \u201csomeone who has a dependent with a long-term care need\u201d, and carer\u2019s leave has to be taken to provide or arrange care for that dependent. So like I said, it\u2019s just one week every twelve months, and you can either choose to take it all in one go \u2013 so to take a full week\u2019s leave \u2013 or you can take it in separate chunks. The minimum period you can take in one go is half a working day. And the regulations set out things like the notice requirements that employees have to give to take leave. But importantly, employers can\u2019t require someone to supply evidence of their entitlement. So that does make the process much simpler than it could have been. You won\u2019t have to go into checking that somebody is actually a carer within the definition.<\/p>\n\n\n\n<p class=\"\">So basically, what employers need to do now is just to make sure that their managers are aware that this is coming in and that they are ready to deal with these requests if they do start coming in from April.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Also in April we see some changes to the right to request flexible working. Fiona, tell us what\u2019s happening here, please.<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Yeah, of course. Well, these changes are contained in the Employment Relations Flexible Working Act 2023, and as with the other changes they\u2019ve become effective via secondary legislation too. Now, we\u2019ve had the first set of regulations which come to the fore on 6 April, and these make the right to request  flexible working a Day One right, so there\u2019s no longer any requirement for any period of continuous service. As we know, it\u2019s currently 26 weeks but it will be a Day One right now.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And just to be clear, the right is the right to request to work flexibly and not an automatic right actually to work flexibly?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>That\u2019s absolutely right. And the existing statutory grounds that an employer has for refusing a flexible working request, they remain unchanged. But of course, it\u2019s important to remember that while an application under the right to request flexible working procedure can be refused for one of those specified reasons, a refusal to grant a request for flexible working can lead to liability under the discrimination legislation.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Of course. And on the right to request flexible working, what are the other changes?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, there are four other ones and two of them concern what an employer must do, and the other two changes make the process really easier for an employee.<\/p>\n\n\n\n<p class=\"\">So, from the employer\u2019s perspective they\u2019re going to be required to consult with an employee before they reject their flexible working request. And they will also have to respond to a flexible working request within two months rather than the current three<br>months.<\/p>\n\n\n\n<p class=\"\">And so for the employee, currently when they make a flexible working request they have to explain what effect, if any, they think the change applied for would have on the employer and how they think that effect might be dealt with. Well, this goes out the window now. They no longer need to do this.<\/p>\n\n\n\n<p class=\"\">And they\u2019re also going to be able to make two flexible working requests in any twelve-month period, rather than the current one. And it seems that the regulations concerning these changes, well they should emerge soon, and it\u2019s anticipated that they will be coming into force at the same time as the Day One rights on 6 April.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And the Government is going to be publishing guidance on the changes?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Yes, and it\u2019s promised that this should be this month. So look out for that. And also, following consultation last year, ACAS is going to be updating its Code of Practice on handling flexible working requests. So that\u2019s something else to look out for too because that\u2019ll give us good guidance on what amounts to consultation with an employee and the other changes as well.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> What should employers be doing in the interim before these changes come into force?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, it\u2019s absolutely vital that employers review their policies to ensure that they do, in fact, incorporate all of these changes. Employers should check that their managers are trained and skilled in handling flexible working requests and that they can respond to them in a timely manner. And also that genuine consideration is given to any request, and the focus that they take is actually looking at how they can make the request work, rather than rejecting it out of hand because, say, that post has never been undertaken flexibly.<\/p>\n\n\n\n<p class=\"\">And it might also be a good time for employers to take stock and review actually how flexible working is operating within their organisation, and also ensuring that those who do work flexibly are treated fairly and that they\u2019ve got absolutely the same access to training, development and progression as other employees.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. All really important points, I think. So next, let\u2019s have a quick look at some changes relating to immigration.<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So we\u2019re not going to go into too much detail. It\u2019s really just to flag that this an area that employers might want to focus on at the start of the year, and in particular employers that sponsor skilled workers will no doubt be aware of changes due in April, including that the salary threshold for skilled workers is due to increase from \u00a326,200 to \u00a338,700. There are some exceptions but that is a significant increase.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right, so obviously this is an area that is the focus of a number of Government announcements as it tries to reduce net migration levels. So obviously affected employers need to keep on top of those announcements, don\u2019t they?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro: <\/strong>Yes. They need to keep an eye for further announcements. The key message is really to plan ahead now if that is at all possible. Employers might want to finalise the process of recruiting foreign workers before the changes take effect. <\/p>\n\n\n\n<p class=\"\">And just one other thing to mention. From 22 January the financial penalties for employing a worker who doesn\u2019t have the right to work in the UK are going to be increasing. So employers shouldn\u2019t have been taking this lightly before, but the financial penalties for getting it wrong are now going to be even higher. So the penalty for a first breach will increase from \u00a315,000 to \u00a345,000 per worker, and the penalty for repeat breaches will increase from \u00a320,000 to \u00a360,000 per worker.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right, so that\u2019s really just a reminder to make sure that your processes are all in place and complaint for checking candidates\u2019 right to work?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro:<\/strong> Yes. So hopefully it\u2019s not news to anyone listening but right-to\u0002-work checks are important. You do have to get them right.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So, also coming up in April is enhanced redundancy protection for pregnant employees. Fiona, can you tell us about this?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Well, currently employees on maternity, shared parental leave or adoption leave have the right to be offered a suitable alternative vacancy if one is available before being made redundant. Now, this means that these employees are effectively at the top of a queue when it comes to alternative employment opportunities in a redundancy situation. And the change that\u2019s coming in here from 6 April is that this protection is now going to extend to pregnant employees and those who have recently returned from maternity leave, shared or parental leave or adoption leave.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And the Government has published regulations that introduce this new right?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Yes, it has indeed. So for pregnant employees the enhanced redundancy protection, well it\u2019s going to start when they notify their employer of their pregnancy, and then it\u2019s going to continue for a period of eighteen months after the child\u2019s date of birth, or if the employee has not told the employer the date of birth, the first day of the expected week of childbirth. So it\u2019s going to last for a much longer period.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And I suppose employers contemplating a restructure or perhaps in need of starting a redundancy process later this year will need to take the priority status of these employees into account when it comes to alternative  employment or redeployment opportunities?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Yes, it\u2019s essential that they do that. Also, there is actually going to be some guidance. The Government\u2019s going to be producing some guidance before the new right takes effect, so keep an eye out for that as well.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And we\u2019ve not talked about TUPE yet. And so Susie, do talk to us about some changes relating to consultation due in those situations.<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro: <\/strong>Yep. So again this is from the regulations that came into force on 1 January, but this part only affects transfers that occur on or after 1 July. So generally, you have to elect employee representatives to consult on a TUPE transfer if there isn\u2019t already a union or existing representatives in place. There are current exemptions for micro-businesses (that\u2019s those with fewer than to employees), and those employers can consult directly with those employees. But for transfers from 1 July, employers will also be able to consult directly with employees if they\u2019ve got fewer than 50 employers (so small businesses) or for organisations of any size if fewer than 10 employees are going to transfer.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So in summary, employers still have a duty to consult employees but they won\u2019t need to hold elections for representatives if they don\u2019t already have representatives in place?<\/p>\n\n\n\n<p class=\"\"><strong>Susie Munro: <\/strong>That\u2019s right. They still have to consult but it can be direct with employees. They can actually still choose to hold elections if they want to, but in theory there\u2019s less administration for employers in that they don\u2019t have to hold the elections and elect representatives. But there is an argument that if you\u2019re going to <br>consult properly it could be more work to have to deal individually with each employee rather than going through representatives, and the consultation could be less effective doing it that way. But it is now an option for employers. They can now decide how they want to approach consultation, if they\u2019re covered by that \u2013 if they are a small business or if fewer than 10 employees are transferring.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Another change about working hours concerns the new law on predictable terms. Fiona, what\u2019s that aimed at doing?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Well, the Government said in its press release announcing this change that it would give millions more power over their working lives. I think there was just a little bit of hyperbole in that because, as with the right to request flexible working, the Government is bringing in a right for workers to request a more <br>predictable work pattern and not an automatic work to be given one. And here the right is, you know, for workers such as agency or zero-hour contract workers.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Right. And this change is contained in the Workers\u2019 Predictable Terms and Conditions Act 2023, I think?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Yes it is. But as with all the others, it\u2019s going to be brought into force via regulations and we\u2019re still waiting for them. And these regulations will give us further detail about how it will all work in practice, including the eligibility criteria. It\u2019s probably likely to be similar to the right to request flexible working, as there will be specified reasons for rejecting a request to have a predictable work pattern. But we\u2019ll know more when the regulations appear. Also, ACAS will be publishing a new statutory Code of Practice on handling requests, and this will be published later this year. They\u2019re consulting on it at the moment. And that Code will be accompanied by non-statutory guidance on the principals set out in the Code.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. It\u2019s likely, then, that this change will come later rather than sooner this year?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Yes. Because, well the Government said that it expected the right to come in around one year after the Act received Royal Assent, and that happened in September last year. So I guess we\u2019re looking at around September, or autumn anyway.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. Now we come to change regarding protection against sexual harassment. This has been slightly watered down during the Parliamentary process. Initially there was a suggestion there would be employer liability for third-party harassment of employees and this was removed.<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming: <\/strong>Yes, that\u2019s right. So the change that is coming in now later this year \u2013 this one in October, so autumn too \u2013 is that employers will have a positive duty to take reasonable steps to prevent sexual harassment of their employees in the course of their employment. Now, that was initially going to be all reasonable steps, but the word \u2018all\u2019 was removed at the Parliamentary stage, as there was concern that that implied a limitless number of steps that would be too big an onus for employers, and as we said, the third-party liability you said was also removed.<\/p>\n\n\n\n<p class=\"\">However, what\u2019s coming in, although the impact isn\u2019t as big as we thought it would be, employers must not ignore the new duty because it does oblige them to act proactively and preventatively. And where a claim of sexual harassment is upheld, tribunals will have the power to increase the award that it makes to the employee by up to 25% where they find the employer has reached this duty. So employers should, in the interim, review their anti-harassment policies, ensure they\u2019re compliant with the new duty, review and update their anti-harassment training, and just check that line managers are all up-to-speed on this change and will be able to handle things effectively.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. And the Equality and Human Rights Commission is going to be publishing a new statutory Code of Practice which should make it clearer what is required by those reasonable steps?<\/p>\n\n\n\n<p class=\"\"><strong>Fiona Cumming:<\/strong> Yeah, and that will be very helpful for that to happen. So yes, that\u2019s another thing to look out for this year as well, this Code.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Well, there we go. We\u2019ve taken a quick ride through important caselaw from last year and important changes that we can expect this year. I hope that\u2019s been helpful. All that remains is for me to thank Fiona and Susie, and to point listeners to the supporting materials on our website. There are, of course, links in the show notes. And finally to say, until next time<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/07\/09090240\/Robert-Shore-150x150.webp\" alt=\"Robert Short - HR markets insight editor at Brightmine\" class=\"wp-image-7049\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/07\/09090240\/Robert-Shore-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/07\/09090240\/Robert-Shore-300x300.webp 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/07\/09090240\/Robert-Shore.webp 399w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-150x150.webp\" alt=\"Susie Munro, Senior legal editor at Brightmine\" class=\"wp-image-8938\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-300x300.webp 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-768x768.webp 768w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro.webp 800w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Susie Munro<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"100\" height=\"100\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18073953\/fiona-cuming.webp\" alt=\"Fiona Cuming, Senior legal editor at Brightmine\" class=\"wp-image-8942\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Fiona Cumming<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-04dae85ecd742a36fd96adac4b1fc2c7 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter editor-posts-filtered-types editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-will-women-in-the-workplace-benefit\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: 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&#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-bill-preparing-for-the-april-2026-changes\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/12\/29122436\/person-working-on-laptop-in-modern-cafe.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-bill-preparing-for-the-april-2026-changes\/\">Employment Rights Bill &#8211; preparing for the April 2026 changes<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Our expert hosts break down the bill&#039;s legislative journey, highlight the most impactful reforms and explain what these &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-bill-trade-union-related-reforms\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/12\/22124844\/team-meeting-discussing-strategy-tablet.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-bill-trade-union-related-reforms\/\">Employment Rights Bill &#8211; the whats and whens of the trade union-related reforms<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">In this episode, we discuss the Bill&#039;s many trade union-related changes and provide a phase-by-phase guide to how &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Centre and stay up to date, compliant and save valuable time<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" 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