UK Redundancy Pay 2026: Calculated, Rates & Eligibility
Redundancy pay sits at the centre of redundancy risk. If you underpay, pay late or misunderstand who qualifies, you can trigger tribunal claims, HMRC issues and wider challenges to the fairness of the redundancy process. The legal rules are prescriptive, but the practical risks for employers come from how redundancy pay interacts with selection decisions, […]
Can A Vehicle Tracker Be Used In A Disciplinary UK? 2026
Vehicle tracking technology is widely used across the UK for fleet management, route optimisation and asset protection. But when GPS data reveals speeding, extended stops, route deviations or discrepancies in hours worked, employers often ask the same question: Can a vehicle tracker be used in a disciplinary? The short answer is yes, but only if […]
Alcohol at Work Disciplinary UK Guide 2026
Working under the influence of alcohol presents immediate health and safety concerns, reputational exposure and significant employment law risk. While being drunk at work is not automatically a criminal offence in most UK workplaces, it can amount to serious misconduct and in some circumstances gross misconduct. Employers who respond incorrectly risk unfair dismissal claims, discrimination […]
Job Application Form UK: Legal Guide 2026
Application forms offer a standardised way for employers to collect essential information from job candidates. Used properly, a job application form helps you compare applicants against the same criteria, reduce inconsistency in decision-making and create a defensible recruitment record if a hiring decision is later challenged. For employers, this sits squarely within wider employment law […]
Suitable Alternative Employment in Redundancy UK 2026
Redundancy is rarely just a structural decision. It is a legal process governed by clear statutory rules and well-developed case law. One of the most important compliance steps in any UK redundancy exercise is the obligation to consider and, where appropriate, offer Suitable Alternative Employment. Employers who treat alternative roles as an afterthought expose themselves […]
Appeal Redundancy: UK Law & Employer Guide (2026)
Redundancy appeals are often where legal risk crystallises. While redundancy is a potentially fair reason for dismissal under the Employment Rights Act 1996, a dismissal can still be unfair if the process is flawed. The appeal stage is frequently the final opportunity to correct procedural defects before a dispute escalates into an employment tribunal claim. […]
Redundancy Notice 2026: Periods, Pay, Templates
Redundancy notice is one of the most scrutinised aspects of any redundancy process. Employers often focus on selection criteria and consultation mechanics, but miscalculating or mishandling notice can be just as legally damaging. Errors around notice periods, payment in lieu, tax treatment or timing frequently underpin wrongful dismissal claims and can also contribute to findings […]
How Long Can You Work Without a Break? 2026 Rules & Limits
How long can you work without a break? This is one of the most common working time questions raised by UK employers. It often arises in fast-paced environments, during staff shortages, or where workers voluntarily work through breaks. While the legal rule itself is relatively straightforward, the compliance risks sit in the detail: what counts […]
Long Term Sickness Absence: 2026 UK Employer Guide
Long-term sickness absence is one of the most sensitive and legally complex workforce issues UK employers face. While many absences begin as short-term illness, situations can quickly evolve into extended periods away from work, creating operational strain, financial cost and potential legal exposure. Handled poorly, long-term sickness absence can lead to unfair dismissal claims, disability […]
Managing Relationships at Work 2026 (UK Guide)
Managing relationships at work is not simply a matter of workplace culture or employee wellbeing. For UK employers, it is a matter of legal compliance, risk management and fair process. Interpersonal conflict, allegations of favouritism, romantic relationships between colleagues, or poorly handled disputes can all expose a business to claims under the Equality Act 2010, […]