Book a free Health & Safety compliance check for your business to make sure you stay on the right side of the law.

It doesn’t matter how big or small your business is—you’ll have health & safety requirements.

Here we’ve included a free sample adverse weather policy that UK business owners can refer to.

Employers often get confused around what exactly their health and safety responsibilities are. It is important to understand that avoidable accidents and incidents in the workplace can not only be devastating to the well-being and morale of your workforce, but they can also result in costly financial penalties and even costlier reputational damage. In fact, serious and preventable accidents constitute a breach in your legal obligations to protect your workers. Employers are l

getting things right at the recruitment stage helps you avoid issues arising later

Your best employees work hard because they’re passionate about what they do. But even they still probably want more money....

All workplaces have a shared number of health and safety hazards that appear across industries and environments. The main issue many employers face is that identifying these common risks to health and safety can sometimes be tricky, especially if they’re not glaringly obvious. This can mean, as a result they may get overlooked because of the less obvious nature of the hazard. Contact a Croner Health and Safety advisor for expert advice on identifying hazards and how to conduc

Employment law experts Croner explain why your business needs a well documented disciplinary process.

To help you adapt to these changes the Floristry Trade Club have teamed up with Key Partner Croner to offer a free webinar, open to everyone.

The Working Time Regulations 1998 is the leading piece of legislation that determines your employees’ working hours. It dictates many of the rules and regulations concerning periods of work and is a vital piece of legislation to understand. Failure to comply with these regulations can seriously harm your reputation and lead to costly  employment tribunals. For detailed information on UK Working Time Regulations and to ensure your business is fully compliant with the latest l

According to the RIDDOR statistics between 2023 and 2024, workers suffering from work related stress, anxiety and depression numbered almost 0.8million, with approximately 300,000 new cases. One method businesses can employ to help combat these numbers is to invest in Mental Health First Aiders (MHFA), trained individuals to offer guidance and support to employees. Director of Health and Safety at Croner, Chris Wagstaff comments: “Oftentimes employers look at mental health as

Colleagues who are pregnant have both employment law and health and safety protections afforded to them under UK law. As an employer you are duty bound to support pregnant colleagues ensuring both their employee rights are addressed and that their health and safety is assured. Failing to protect the health and safety or denying the rights of a pregnant worker or a new mother is grounds not only for a hefty financial penalty or employment tribunal but can also be grounds for a

Tackling stress, anxiety and depression can be a difficult task especially as a business owner whilst overseeing the daily running of a company. Still, the issue remains vitally important all year round, at all levels of employment. Failure to address work-related stress in your organisation can result in a breach of your responsibilities to ensure employee well-being, leading to a costly legal claim. Employer’s responsibilities regarding stress

Sickness absences are a costly expense for employers both in lost employee hours and in statutory sick payments. As an employer it’s understandable that you want to keep all your staff working, however sickness absences are unfortunately unavoidable as people get sick, especially at certain times of the year when things like colds and flu are rife. As an employer you should have a clear and efficient process for managing sickness and absence amongst your workforce, this can h

Part of the Employment Rights Bill, neonatal care leave and pay came into force on April 6th (2025). Under The Neonatal Care (Leave and Pay) Act 2023, parents will receive a maximum of 12 weeks leave and pay when their baby undergoes neonatal care. This is in addition to existing parental leave entitlements (maternity, paternity shared parental leave etc). Employers will need to ensure that their documentation, contracts and policies are up to date or risk facing a costly leg