Employment Law Advice Bureau

Employment Law Advice Bureau Providing UK SMEs with free, confidential ACAS-based advice on Employment Law, HR and Health & Safety.

You needed to make cuts and after a difficult conversation the employee left.Problem solved, right?A few weeks later, th...
17/06/2026

You needed to make cuts and after a difficult conversation the employee left.

Problem solved, right?

A few weeks later, the tribunal claim landed.

The business reason for the redundancy wasn't the issue. The problem was the process behind it.

It's one of the most common outcomes employers don't see coming – a redundancy that felt fair, but hadn't been documented properly, hadn't gone through a meaningful consultation process, or had selected someone without objective, evidenced criteria.

Under the Employment Rights Act 1996, a redundancy dismissal must be genuine, properly consulted on, and fairly carried out. Getting only one of those three right just isn't enough.

Some of the most common mistakes:

🔹 Announcing redundancy plans before consultation begins

🔹 Using subjective or discriminatory selection criteria

🔹 Failing to consider alternatives such as redeployment, reduced hours or job sharing before making the decision

🔹 No written records of meetings, proposals, or responses

A tribunal judge doesn't care how difficult the decision was – they’ll look at whether the process was fair and procedurally sound.

The Employment Law Advice Bureau gives you free, unlimited access to practical employer guides covering redundancy, dismissal, disciplinary procedures, and much more – written to help you understand your obligations before problems arise, not after.

Become a member today: https://shorturl.at/L6x8r

5.4 million people have had their employment rights breached in the past 2 years, according to new data published by the...
10/06/2026

5.4 million people have had their employment rights breached in the past 2 years, according to new data published by the Fair Work Agency.

Main breaches included failure to pay workers the national minimum wage or providing them with payslips and contracts.

Picture this: Your employment contracts haven’t been updated in 2 years and do not reflect the changes enforced by the Employment Rights Act. The Fair Work Agency turns up at your workplace without warning and demands up to 6 years of records.

Scenarios like this one will become more common, which means it is crucial your policies, contracts and procedures are up to scratch. Otherwise, non-compliance could substantially impact your business.

Have doubts your employment information is watertight? Don’t leave mistakes to chance, speak to the Employment Law Advice Bureau today for clarity and guidance ⚖️
https://shorturl.at/CziD3

An employment tribunal claim can cost a small business £10,000+ in legal fees alone, even before any compensation award ...
02/06/2026

An employment tribunal claim can cost a small business £10,000+ in legal fees alone, even before any compensation award is considered.

The problem is that many employers only seek employment law support once an issue has already escalated. By that stage, the options available are often more limited, more time-consuming and more expensive.

Whether you're dealing with a live employee issue or looking to prevent one from becoming a bigger problem, getting advice early can make all the difference.

⚖️ Speak to one of the Employment Law Advice Bureau's experts today: https://shorturl.at/CziD3

"We just need you in the office. That's the job."It sounds reasonable. Most employers have said something similar before...
29/05/2026

"We just need you in the office. That's the job."

It sounds reasonable. Most employers have said something similar before.

But if an employee has formally requested flexible working, handling it too casually can quickly become a legal risk.

As of 2024, flexible working requests are now a day-one right, and employers are expected to properly consult, follow the correct process and justify decisions against specific grounds.

The refusal itself is not usually what causes problems – it’s the rushed response, inconsistent decisions, or the lack of documentation that can cause grievances, discrimination allegations or tribunal claims.

Balancing productivity, staff retention and operational pressures can be hard enough. Without the right support, conversations around flexible working can become difficult to defend later.

⚖️ Got questions about handling flexible working requests? The Employment Law Advice Bureau gives employers access to round-the-clock employment law advice so you always know where you stand.

Speak to an expert today: https://shorturl.at/CziD3

A lot of business owners don’t think about HR until something has already gone wrong.Maybe an employee raises a grievanc...
27/05/2026

A lot of business owners don’t think about HR until something has already gone wrong.

Maybe an employee raises a grievance, or a long-term absence drags on for months, or a manager says the wrong thing in a disciplinary meeting. All of a sudden, what could’ve been a quick conversation becomes a legal problem.

That’s why reactive HR is often the most expensive kind – costing time, money, productivity, morale and management focus. Small issues left can turn into bigger ones when there’s no solid process behind them.

⚖️ That's exactly where EAB steps in. We give employers practical employment law and HR advice – so when something does come up, you're already prepared, not scrambling to catch up.

Got an HR or people management issue? Speak to a member of our team today: https://shorturl.at/CziD3

With temperatures rising across the UK this week, employees will be asking: “When is it too hot to work?”But as an emplo...
26/05/2026

With temperatures rising across the UK this week, employees will be asking: “When is it too hot to work?”

But as an employer, the question you should be asking yourself is: "What are my legal obligations to keep staff safe in the heat?"

Right now, UK law does not have a maximum legal working temperature. But with the Climate Change Committee recently calling for limits to be introduced, the pressure on employers to manage workplace heat risks is rising.

Regardless of whether a legal limit stands, employers already have a duty to provide a safe working environment under the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999.

So as temperatures rise this week, ask yourself:

🔹 Have you risk-assessed comfortable temperatures for your staff?

🔹 Do you have control measures in place, e.g. fans, rest breaks or access to water?

🔹 Are your outdoor or physical workers being adequately monitored?

Once staff start struggling with the heat, it stops being just hot weather and starts to become a health and safety issue.

Need help with handling seasonal risks? Our experts can help you protect your business and your staff https://shorturl.at/CziD3

“Can I let someone go while they’re still on probation?”“My employee keeps calling in sick, what are my options?”“Do I a...
22/05/2026

“Can I let someone go while they’re still on probation?”

“My employee keeps calling in sick, what are my options?”

“Do I actually need a written contract for every member of staff?”

We get questions like these from business owners every single day.

Most business owners don’t have time to spend hours researching employment law every time an issue comes up.

EAB is here to make sure you’re never left guessing. We offer straight-talking employment law guidance with no jargon or fees – just the clarity you need to protect your business ⚖️ https://shorturl.at/CziD3

Employment law isn’t slowing down for UK business owners. Keeping up to date with what’s changing and what you need to c...
19/05/2026

Employment law isn’t slowing down for UK business owners. Keeping up to date with what’s changing and what you need to change is a full-time job in itself.

At the Employment Law Advice Bureau, we offer free resources and 24/7 answers to your questions.

But free resources can only take you so far, that’s where Avensure comes in.

Trusted by 7,000+ SMEs and proud sponsor of the Employment Law Advice Bureau, Avensure provides bespoke contract and policy support with advice tailored to your sector.

As a client, you’ll also get free access to PeopleCloud, their HR and health & safety software that could save you 8+ hours of weekly admin.

Get in touch with Avensure today ➡️https://shorturl.at/CgXde

"We hired someone last week. Their contract says they need to work here for 26 weeks before they qualify for paternity l...
18/05/2026

"We hired someone last week. Their contract says they need to work here for 26 weeks before they qualify for paternity leave."

That contract is already wrong.

Since April 6, paternity leave and unpaid parental leave are day-one rights – no more qualifying service.

If a new hire requests paternity leave and you refuse based on an outdated contract, you risk being taken to tribunal.

Not updated your contracts and policies in line with new legislation? ⚖️ Contact us to receive free ACAS-based advice https://shorturl.at/CziD3

Work-related ill health and injuries led to an estimated 40.1 million working days lost in 2024/25, while an estimated 6...
15/05/2026

Work-related ill health and injuries led to an estimated 40.1 million working days lost in 2024/25, while an estimated 680,000 workers sustained a non-fatal injury.

Many of these incidents would have been preventable. And in most cases, when employers face HSE enforcement action, civil claims, or tribunal proceedings, the issue comes back to one thing: Risk assessments that were missing, incomplete, or treated as a rushed tick-box exercise.

Here are 5 steps HSE says every employer must follow 👇

✅ Identify the hazards – Walk through your workplace and look for anything that could cause harm – physical, chemical, biological, or psychosocial. Ask your employees too, they often spot what you miss

✅ Decide who might be harmed and how – Think beyond your core workforce. Consider contractors, visitors, and any vulnerable workers

✅ Evaluate the risks and decide on precautions – Assess how likely harm is and how serious it could be and do everything reasonably practicable to reduce it. Eliminate the risk where possible, then control the risk that remains

✅ Record your findings and act on them – If you employ five or more people, you are legally required to record any significant findings in writing. Just recording the findings is not enough, you must implement the controls

✅ Review and update regularly – Your risk assessments must keep up with your changing workplace. Review whenever there's a significant change, and set a regular annual review date as standard

If you’re not confident in your approach or unsure if your assessments would stand up to scrutiny, get in touch for expert support ⚖️ https://shorturl.at/CziD3

Address

St John's House, 2-10 Queen Street
Manchester
M25JB

Telephone

+448000157260

Website

Alerts

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

Shortcuts

Share

Category