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The Employment Rights Bill 2025 continues to progress through the House of Commons Committee Stage, with the Public Bill Committee now preparing its report after reviewing written and oral evidence from various groups, including employers, professional bodies, charities, trade unions, and individuals. Once the report is published, the Bill will
Today, 3 March, the Business and Trade Committee published its report “Make Work Pay: Employment Rights Bill”, a comprehensive analysis of the proposed employment reforms. It follows the recent public consultation in which they gathered both oral and written evidence from employers (including HR Solutions), professional bodies and trade unions
Earlier this month, the Government confirmed that the long-awaited Neonatal Care (Leave and Pay) Act will come into force on 6 April 2025. This new legislation grants eligible employees the statutory right to a period of paid neonatal care leave, helping parents manage time off when their baby requires neonatal
In response to increasing threats of terrorism and the urgent need to enhance public safety, the UK government is introducing the Terrorism (Protection Of Premises) Bill, also known as Martyn’s Law. Named in honour of Martyn Hett, a victim of the 2017 Manchester Arena attack, this legislation will require persons
The government’s new Employment Rights Bill has sparked lots of questions and debate for businesses across the UK. One of the biggest concerns is the pay implications it will have on businesses, particularly from a budget perspective. In our recent webinar on ‘Understanding Pay Implications of the Employment Rights Bill’,
Silica is a naturally occurring substance found in most rocks, sand, and clay. Its concentration varies—sandstone contains over 70% silica, while granite has around 15-30%. Silica is also a key component of construction materials such as bricks, tiles, concrete, and mortar. When these materials are cut, drilled, ground, or polished,
We are thrilled to announce that HR Solutions has been awarded the Feefo Platinum Trusted Service Award 2025! This independent seal of excellence is given to businesses that consistently deliver a world-class customer experience – and we couldn’t be prouder to have achieved this for the second consecutive year. Before
The latest version of the Employment Rights Bill has been published (which you can access here) and it incorporates several amendments submitted by MPs as part of the Parliament Committee Stage. We wrote previously about how the majority of the reforms will not take effect before 2026, providing employers the
Disclaimer: This article discusses domestic abuse, a sensitive and distressing topic. The latest data from the Office for National Statistics (ONS) , published 27 November 2024, reports that 2.3 million people aged 16 years and over suffered from domestic abuse in the year ending March 2024. The figures show that
Effective HR policies are the backbone of any successful business, regardless of size. They establish clear expectations, protect your organisation, and ensure compliance with employment laws. Here are nine essential HR policies every small employer should have in place: Essential HR Policies Absence notification and sick pay: a clearly written
Join HR Solutions for our annual Employment Law Seminar, a virtual event designed to keep you informed about the latest updates and forthcoming changes to UK employment law in 2025. This seminar is essential for businesses looking to protect themselves against the risk of future employment claims and stay compliant
The long-awaited Neonatal Leave and Pay provisions, introduced under the Neonatal Care (Leave and Pay) Act 2023, have now been confirmed to commence on Sunday 6 April 2025. This milestone legislation was passed in 2023, but its implementation date has been eagerly anticipated ever since. The Government’s announcement (20 January
In our recent webinar, now available on demand, we explored what the HR essentials are for small businesses, including which HR policies they should have in place. 99% of businesses in the UK employ fewer than 50 people, meaning their HR resources are typically on a smaller scale when compared
As we move into 2025, it’s the perfect time for businesses and HR leaders to plan for the year ahead and adapt to the upcoming changes in employment legislation. 2025 is set to be a significant year, with more clarity expected on the Employment Rights Bill 2025, which aims to
For business owners and HR practitioners, 2025 is set to be a big year as we expect the Employment Rights Bill to be given Royal Assent and become an Act of law. While the timeline is not yet confirmed, it is expected that the Bill could gain Royal Assent as
The following is a summary of the main employment rights which may affect your business and its employees. Right of the employee Qualifying length of service (if applicable) To work on average no more than 48 hours per week (40 hours if under 18 years), with minimum rest periods and
HR Solutions is a multi-award winning HR, Health & Safety and Payroll provider. With over 24 years of experience delivering pragmatic support and advice, we have worked with businesses across a wide range of sectors, from small care agencies to multi-national technology firms. Our expert consultants, advisors, and administrators are
As we step into 2025, businesses face new opportunities and challenges in managing their workforce. From emerging technologies to evolving workplace cultures, these are the key trends that HR professionals and business leaders need to prioritise this year: 1. Artificial Intelligence (AI) AI continues to reshape HR processes, helping businesses
2025 is shaping up to be a major year for employment law developments, with significant reforms expected under the proposed Employment Rights Bill. While details are still evolving, employers must start planning now to ensure compliance when the changes take effect. Key Reforms on the Horizon If passed, the Bill
From 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 places a new legal duty on employers to take reasonable steps to prevent sexual harassment. This applies to all work-related events, including social gatherings and celebrations. What’s Changing? If an employee successfully claims sexual harassment, tribunals
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