Employment Contracts What Should Be Included
Employment contracts form the legal backbone of the employer‑employee relationship, and the podcast host Allison Collie explains why they are both a statutory requirement and a practical tool for managing expectations. She outlines the difference between a full written contract and the minimum Section 1 statement required under the Employment Rights Act 1996, noting the 2020 amendments that expanded the mandatory information to be provided on day one. Key points include the existence of implied terms such as the duty of trust and confidence, which underpins constructive unfair dismissal claims, and the comprehensive list of clauses now required—pay, hours, holiday, sick pay, pension, notice, probation, and references to disciplinary and grievance procedures. Collie highlights common gaps in existing contracts, especially the failure to incorporate the newer 2020 requirements around training, flexible working hours, and location details. She cites practical examples, such as employers using layoff or short‑time working clauses during COVID‑19 to avoid redundancy claims, and recommends best‑practice additions like flexibility clauses, notice‑compensation provisions, criminal‑disclosure obligations, and post‑termination confidentiality restrictions. These clauses, while not legally mandatory, are drawn from case law and industry experience to mitigate risk. The overall implication is clear: businesses that neglect to update their contracts risk non‑compliance, costly disputes, and operational inflexibility. Leveraging specialist HR services to review and tailor contracts can ensure legal compliance while protecting the organization’s strategic interests.
Statutory Sick Pay Payable From First Day of Absence
The episode focuses on the upcoming overhaul of statutory sick pay (SSP) under the Employment Rights Act, taking effect on 6 April 2026. The reforms eliminate the three‑day waiting period and the £125‑per‑week earnings test, extending SSP entitlement to every employee from...
Important Tips on Dealing with a Disciplinary
The video addresses how employees should navigate disciplinary hearings with their employers. It emphasizes that staying calm, attending scheduled meetings, and engaging constructively are essential, even when the employee disputes the allegations. The presenter warns against common pitfalls such as...
How Often Should You Contact Your Employer when on Sick Leave?
The video addresses a common question: how often should an employee on long‑term sick leave get in touch with their employer. Contrary to popular belief, the legal and practical burden of initiating contact rests with the employer, not the employee. Employers...
You Don't Have to Tell Them Why.
The video addresses a common workplace question: how much medical information an employee must disclose when taking leave for an operation. It clarifies that, under most employment laws, workers are only required to inform their employer that they will be...
Half-Day Sick?
The video addresses a common question arising from recent changes to Statutory Sick Pay (SSP) in the UK, which now begins on the first day of absence as of 6 April. It clarifies whether an employee who is off sick for...
No Witnesses?
The video addresses employees who lack witnesses when filing an employment tribunal claim, emphasizing that the absence of supportive colleagues can leave claimants feeling isolated and uncertain. It explains that tribunals routinely encounter cases where the employee’s own witness statement is...
Think You Can Keep an Overpayment of Wages?
The video explains employees’ limited rights when an employer discovers a wage overpayment and demands repayment. Under most circumstances, if the employee knew—or reasonably should have known—that the amount was incorrect, the employer is legally entitled to recover the funds,...
Suspended but Did They Explain Why?
The video addresses the legal and practical obligations employers have when placing an employee on suspension, emphasizing that a mere allegation is insufficient justification. It outlines that suspensions must be reasonable, proportionate, and of limited duration, with mandatory periodic reviews—especially if...
Is There Any Point in Contacting Acas to Help You to Resolve Your Claim? #employmentlaw
The video addresses a common question among employees and employers: whether contacting ACAS for early conciliation is worthwhile amid mounting pressures on the service. The presenter explains that ACAS is currently overwhelmed by a surge in early‑conciliation claims, a trend...
Are Performance Improvement Plans Overused?
The video tackles the growing concern that performance improvement plans (PIPs) are being deployed too readily, often by managers who lack confidence in delivering difficult feedback. The speaker argues that a PIP should be a last‑ditch measure, only after an...
Does an Employer Have to Give a Reason for Dismissal if Employee Less than 2 Year Employed?
Employers are not legally required to provide a reason when terminating employees with less than two years of service, as ordinary unfair‑dismissal protection only activates after that tenure. The video explains that while a short‑term employee can be dismissed without...
Employers Liability for Third Party Harassment Made by Headliner
The episode focuses on the upcoming Employment Rights Act 2025 provision that imposes a legal duty on employers to prevent third‑party harassment of employees, taking effect in October 2026. Allison Collie explains that, unlike today’s framework, the new rule will...
Being Given a Disciplinary After Raising a Grievance, Is This Fair? #employmentlaw
The video examines whether an employer’s decision to issue a disciplinary notice shortly after an employee raises a grievance is fair or potentially retaliatory. The presenter outlines critical questions—nature of the grievance, parties involved, who initiated the disciplinary, and whether the...
Imminent Changes Under the Employment Rights Act 2025
The Employment Law and HR podcast outlines four critical reforms slated for April 2026 under the Employment Rights Act 2025. These include extending paternity and parental leave to a day‑one entitlement, mandating six‑year retention of detailed holiday‑pay records, establishing a...