Disputes within the workplace aren’t uncommon.

Part time working may also suit employees with other commitments more.

Redundancy can be a long and complicated affair.

Part of your obligation as an employer is to ensure the health & safety of your workforce.

Do you have employees who work over bank holidays? Public holidays raise all sorts of questions, from employee and employer alike. To address a few of the frequently asked questions, here's 10 top tips from us on how to manage your workforce during a bank holiday:

The first step to effectively addressing it is by having an effective policy and procedure in place.

From time to time, your business may not have a set amount of work for your employees

UK employment law protects workers from unfair treatment by regulating pay, discrimination, leave, dismissal and health & safety, primarily through key acts like the Employment Rights Act 1996, Equality Act 2010, and the Employment Rights Act 2025 (effective from late 2025/2026 with phased changes including day-one unfair dismissal rights, enhanced sick pay, and zero-hours contract reforms). It ensures fair employer-employee relations, provides tribunal remedies, grants stron

It’s essential that your employees fully understand what you expect from them in their role.

For every business, knowing how to manage long-term sickness is vital.

Many business owners hesitate to draw a "line in the sand" due to fears of seeming unkind or confrontational, yet setting clear, respectful boundaries is an act of kindness that protects employees' welfare, preserves trust, and safeguards the business's long-term survival. When done in a balanced way, these boundaries prevent issues from escalating into disputes or risks, turning potential conflict into an opportunity to strengthen relationships and leadership. Picture yourse

While most employees have the right to take breaks at work, as a business owner it’s not mandatory that you pay for them.

Health Assured offer practical advice and tips to cope with financial-related stress and anxiety.

Wednesday 1st July 2026, marks an important milestone under the Employment Rights Act 2025. From the first of January 2027, the qualifying service requirement for unfair dismissal claims will reduce from two years to six months, meaning employees will gain protection much earlier in their employment. This will impact anyone hired from Wednesday 1st July 2026 onwards. Previously, an employee had to be employed by you for 2 years before being able to claim unfair dismissal. To

Setting up a new business is a challenging and exciting time. You undoubtedly have a lot to think about