October brings further changes which need businesses to adopt and be able to evidence.
Effective 1st October:
The opportunity to bring a claim at tribunal extends from 3 to 6 months. We are told that this allows more time for conciliation and resolution. In practice we need to ensure that a process of meaningful conciliation takes place and where a compromise can be achieved, this is actioned effectively.
Ensuring that this actually concludes the matter can often be via a settlement agreement.
Conciliation and settlement are both areas that our team have considerable experience to support you with.
Right to work checks extend to agency workers, freelancers and consultants. Fines for failing to evidence these checks can reach £60k and possible criminal prosecution for repeat.
Evidence needs more than a photocopy.
Message us for a copy of our guidance notes.
Effective 30th October:
Duty to protect employees against sexual harassment steps up and the need to pro-actively takes steps to show that employers are taking this seriously will begin to be tested.
This includes clients, customers and third parties.
3 considerations
- Sexual harassment itself
- Harassment related to a protected characteristic
- Less favourable treatment based on rejection of or submission to sexual harassment.
How do you know what is or isn’t sexual harassment? How do you know what’s happening particularly on remote sites?
Call us for an independent review.
Trade Union Access
The introduction of the right for Trade Unions to gain access to your workplace either physically or virtually comes into force.
Employers must provide reasonable facilities for TU’s to come on site and be able to meet and/or recruit.
From January 2027 employers must publish a Statement of Workers Rights to join a Trade Union.
Let us know if you need help to achieve this.