Avensure

Directions Website Contact the business

Avensure We are a UK-based consultancy specialising in outsourced HR, employment law, and health & safety.

Last month, the government announced a milestone change for family bereavement rights under the Employment Rights Act 20...
14/10/2026

Last month, the government announced a milestone change for family bereavement rights under the Employment Rights Act 2025.

From April next year employees are expected to gain a new day-one statutory right to up to 2 weeks of unpaid bereavement leave. This applies to those who have lost a spouse or partner, parent, adult child or sibling and covers step, half, adoptive, kinship-care and foster relationships.

The ruling also extends to mothers and their partners who experience pregnancy loss before 24 weeks, entitling them to 2 weeks of unpaid leave.

But what should employers be doing in the meantime?

- Review existing processes and procedures for bereavement leave and compassionate leave.

- Update guidance for managers so they can confidently and sensitively support employees who have lost a loved one.

If you're an Avensure client your designated advisor will be on hand to support you with the upcoming bereavement leave changes and how this affects business operations.

Not a client? Find out how Avensure provides SMEs with support throughout employment law changes, bespoke contracts and handbooks and a designated advisor:
https://shorturl.at/iUbfF

Right to work checks no longer stop at your employees.Since 1 October, the new Border Security, Asylum and Immigration A...
07/10/2026

Right to work checks no longer stop at your employees.

Since 1 October, the new Border Security, Asylum and Immigration Act has extended the right to work scheme to cover additional working arrangements.

The Act now includes individuals engaged under worker contracts, individual subcontractors and certain gig-economy arrangements.

For businesses that rely on flexible or contracted labour, checking only traditional employment roles is no longer enough.

What this means for you:

✅Right to work checks may now be needed for people you engage outside traditional employment, such as workers, contractors and subcontractors.

✅A compliant check before work begins can protect your business, regardless of which working arrangement applies

✅Responsibility can extend through contracting chains, so it’s worth understanding how checks are handled by any agencies or subcontractors you work with.

Avensure clients, if you have any questions about how these changes might affect your business, your dedicated advisor is on hand to help.

Avensure provides ongoing employment law advice, specialist immigration support, and bespoke document support, so you can adapt to changes like these with confidence. Find out more here: https://shorturl.at/bLKG3

What does good HR support look like for small businesses?For this client, it comes down to having someone who knows thei...
05/10/2026

What does good HR support look like for small businesses?

For this client, it comes down to having someone who knows their organisation, responds quickly and is there to guide them through difficult situations.

Every Avensure client has a dedicated consultant, supported by a wider team so advice is always available when it’s needed.

We’re so pleased this client decided to extend their support to include our health & safety coverage too.

Not an Avensure client? Find out how our dedicated support can make a big difference: https://shorturl.at/bLKG3

02/10/2026

Earlier this year, CIPD reported sickness absence was at 9.4 days per employee, its highest level for over a decade.

Staying on top of absence across your team can be tricky, especially heading into the busier winter months.

Here’s what you should look out for:

📈 Spot patterns early: Frequent short-term absences, regular Monday or Friday absences, or repeated absences linked to the same health conditions can all be worth reviewing. However, a pattern alone doesn’t mean anything is wrong – it should just prompt a conversation.

🗂️ Keep accurate records: Recording the dates, reasons and any return-to-work conversations for each absence means it’s far easier to identify genuine trends instead of reacting to isolated incidents.

🤝 Use return-to-work meetings: A short, informal conversation after every absence can help you understand the reason behind it and whether any support is needed.

📄 Understand fit notes: Employees can self-certify for the first seven days (including weekends). But if they are off sick for longer, a fit note may be required. It will state whether they are unfit for work or may be fit for work if suggested adjustments are implemented.

✅ Know when it’s capability and not conduct: Genuine sickness should be managed as an attendance or capability issue, not treated as misconduct, unless there’s evidence of dishonesty.

When absence becomes more complex, Avensure's advice team can help you manage the situation, including when an Occupational Health referral may be appropriate.

Our HR software, PeopleCloud, also helps you track absence, spot patterns and automate the return-to-work process, all in one place.

Facing a difficult employee absence issue? Speak to our team to find out how our expert employment law support and time-saving software can help you: https://shorturl.at/bLKG3

The government has recently announced major changes to bereavement leave, expected in April 2027. The new rights will gi...
29/09/2026

The government has recently announced major changes to bereavement leave, expected in April 2027. The new rights will give people who have lost loved ones the legal right to take time off work.

Employees will receive a new statutory day-one right to up to 2 weeks unpaid bereavement leave if they lose a spouse or partner, parent, adult child and sibling. The ruling also covers step, half, adoptive, kinship-care and foster relationships.

One of the most significant parts of the new ruling is that mothers and their partners who experience pregnancy loss before 24 weeks will be entitled to 2 weeks of unpaid leave. This includes miscarriage, termination and unsuccessful IVF embryo transfer.

If you're a client and have any queries about the new bereavement rights, speak to your advisor.

Not a client? Find out how Avensure keeps SMEs up to speed with changing legislation, providing policy support and expert advice https://shorturl.at/iUbfF

Picture this, an employee sprains their wrist at work. They report it, it's recorded in the accident book, you get the f...
24/09/2026

Picture this, an employee sprains their wrist at work. They report it, it's recorded in the accident book, you get the first aid kit and its never mentioned again.

But, did you take time to look into why the accident happened and how to stop it from happening again?

According to National Claims, some of the most common employer liability claims begin with a cut to the hand or finger, which raises bigger questions about workplace safety and employer responsibility.

If an employee sustains a minor injury, it shouldn't be dismissed. Every incident should be investigated to ensure it doesn't happen again and the relevant control measures implemented.

Remember, employers have a legal duty to protect their worker's safety, however small the risk is.

Missing health & safety support? Avensure can provide you with 24/7 x 365 expert advice, an onsite evaluation, and bespoke documentation. Find out more ➡️
https://shorturl.at/qwq3N

The Ministry of Justice recently published its latest tribunal statistics quarterly report, covering April to June 2026....
22/09/2026

The Ministry of Justice recently published its latest tribunal statistics quarterly report, covering April to June 2026.

Single employment tribunal claims rose by 28% compared to the same period last year, while the open caseload is now at its highest level ever recorded, at 70,000 (up 51% YoY).

From 1 October, the tribunal time limit for bringing most claims extends from 3 months to 6, giving employees even more time to bring a claim.

Most business owners don’t spend their day thinking or even worrying about tribunal or court caseload statistics. But the main takeaway right now is that from October, employee disputes can remain live for longer, potentially bringing more time, cost and disruption to your business.

A lot can change in six months in a workplace. The manager who dealt with the original issue may have left. Somebody may have cleared their emails. This can make it harder to establish what actually happened without a proper process or paper trail.

For SMEs, it’s more important than ever that your processes and policies are up to par. Clear documentation, fair procedures and early expert advice can help resolve employee issues before they become a claim and drag through an increasingly backlogged system.

Avensure clients have a dedicated advisor on hand to offer tailored employment law advice, bespoke documentation support, and process guidance whenever they need it.

Not a client? Find out how we help SMEs like you get compliant and stay protected here: https://shorturl.at/bLKG3

21/09/2026

Calling all employers, your obligation to protect employees from harassment is changing from 30th October 2026.

- You must take ALL reasonable steps to prevent sexual harassment (previously just 'reasonable steps')

- You must not permit the harassment of your staff by third parties (customers, clients, contractors, service users).

An employer can be treated as permitting the harassment where it happens in the course of employment and the employer has failed to take all reasonable steps to prevent it.

Further regulations specifying some steps that will be regarded as reasonable are expected in 2027/28 following consultation.

Before October 30, best practice would be to:

- Review existing policies to check you cover third-parties
- Audit your process for raising concerns (does it include more than one person?)
- Check your managers know how to handle complaints
- Look at how your employees work: Who deals with customers, who works alone, has there been an issue previously?

The move to ‘all reasonable steps’ does not mean employers have to guarantee that harassment will never happen. It does mean that, if something does happen, an Employment Tribunal may look closely at what steps the employer had already taken to try to prevent it.

Avensure client's have access to a designated advisor to answer any questions they have about meeting requirements under upcoming regulations.

Not a client? Find out how Avensure can help safeguard your business with expert policy support and sector-specific advice:
https://shorturl.at/iUbfF

Did you know failure to make reasonable adjustments is one of the most common types of disability discrimination claims?...
09/09/2026

Did you know failure to make reasonable adjustments is one of the most common types of disability discrimination claims?

Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for disabled employees or job applicants.

Employers must make reasonable adjustments when:

- They know or could reasonably be expected to know someone is disabled

- A disabled employee or job applicant asks for adjustments

- A disabled employee is having difficulty with any part of their job

- An employees absence record or delay in returning to work is because of or linked to their disability

Additionally, employers must make reasonable adjustments for anything that's related to someone's disability. For example, specialist requirements like assistance dogs, equipment, wheel chair ramps.

They must also ensure other people in the organisation do what's needed for a reasonable adjustment to work. For example, if someone works flexible hours as an adjustment, making sure meetings are not scheduled outside those hours.

Reasonable adjustments aren't a nice to have, they are part of your legal duty and failure to meet that duty can expose your business to a discrimination claim.

Not a client? Find out how Avensure can help you stay on the right side of compliance, with sector-specific advice and policy support: https://shorturl.at/iUbfF

Great employment law support should make you feel confident and give you a clear way forward.That's the level of service...
04/09/2026

Great employment law support should make you feel confident and give you a clear way forward.

That's the level of service we aim to deliver to clients like Charlie. From policy support to a designated advisor, we don't do call centres - our support is hands-on and tailored, making it personal to you and your business.

For bespoke, sector-specific advice when you need it most, explore Avensure's services today: https://shorturl.at/iUbfF

Address

2-10 Queen Street
Manchester
M25JB

Website

Alerts

Be the first to know and let us send you an email when Avensure posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Avensure:

Shortcuts

Share

Category