Momentum HR

07/04/2026

📢 Changes to the the Employment Rights Act are now active 📢

What to expect from the new Employment Rights Act
5 high-risk changes incoming:

➡️ Day-one Statutory Sick Pay (SSP): Employees entitled to SSP from their first day off sick.
➡️ Day-one family leave rights: Immediate access to paternity leave and unpaid parental leave.
➡️ Longer tribunal claim window: Most Employment Tribunal claim time limits are expected to increase from 3 months to 6 months.
➡️ Clampdown on “fire and rehire”: Expected ban or major restrictions on dismissing and rehiring staff on worse terms.
➡️ New rights for irregular and zero-hours workers: Expected minimum guaranteed hours, reasonable shift notice, and compensation for cancelled shifts

Need help implementing these changes or a review of your policies and procedures?
No contracts...just pay as you go expert HR guidance for small business.

[email protected]
07961804757

21/02/2026

📢 Employment Rights Act 2025🚻

Get Employment Rights Act ready with
Major employment law updates coming into effect from April.

Is your business equipped to handle changes to recruitment, onboarding, employment contracts, and more?

Take this opportunity to update your handbook & HR policies and simplify complicated employment jargon.

What to expect from the new Employment Rights Act
5 high-risk changes incoming:

➡️ Day-one Statutory Sick Pay (SSP): Employees entitled to SSP from their first day off sick.
➡️ Day-one family leave rights: Immediate access to paternity leave and unpaid parental leave.
➡️ Longer tribunal claim window: Most Employment Tribunal claim time limits are expected to increase from 3 months to 6 months.
➡️ Clampdown on “fire and rehire”: Expected ban or major restrictions on dismissing and rehiring staff on worse terms.
➡️ New rights for irregular and zero-hours workers: Expected minimum guaranteed hours, reasonable shift notice, and compensation for cancelled shifts

❗Changes will begin taking affect from April 2026, get in touch to prepare ahead ❗

[email protected]
07961804757

24/01/2026

Women's health at work is a subject close to my heart (and ovaries).

From the start of our period journeys as teens to fertility, child baring and beyond into hormonal imbalance and perimenopause and menopause.

A year on, Spain’s ‘historic’ menstrual leave law has hardly been used. Why? | Spain | The Guardian

Women in Spain have the right to time off work with period pain, but limits in the legislation and lack of awareness mean few have taken it

24/01/2026

Changes are coming for all employers.....Don't get caught out.

Talk to me about how you can future proof your HR approach.

SMEs, family run, franchise, 1 or 250 employees let's get you sorted for 2026 to free up your time to do what you do best.... Run your business!

📢 Employment Rights Act 2025🚻

Get Employment Rights Act ready with
Major employment law updates coming into effect from April.

Is your business equipped to handle changes to recruitment, onboarding, employment contracts, and more?

Take this opportunity to update your handbook & HR policies and simplify complicated employment jargon.

What to expect from the new Employment Rights Act
5 high-risk changes incoming:

➡️ Day-one Statutory Sick Pay (SSP): Employees entitled to SSP from their first day off sick.
➡️ Day-one family leave rights: Immediate access to paternity leave and unpaid parental leave.
➡️ Longer tribunal claim window: Most Employment Tribunal claim time limits are expected to increase from 3 months to 6 months.
➡️ Clampdown on “fire and rehire”: Expected ban or major restrictions on dismissing and rehiring staff on worse terms.
➡️ New rights for irregular and zero-hours workers: Expected minimum guaranteed hours, reasonable shift notice, and compensation for cancelled shifts

❗Changes will begin taking affect from April 2026, get in touch to prepare ahead ❗

[email protected]
07961804757

08/04/2024

🧨Is your business missing a trick or taking a risk (or both)? 🧨

⏳Don't be one of the employers who misses the changes that effect all of us ⏳

🇬🇧On 6 April new flexible working laws for British businesses came into affect🇬🇧

💡Here’s what’s changed💡

🧔🏽👩🏼‍🦰All employees have the legal right to request flexible working – not just parents and carers 👨🏿‍🦱👩🏾‍🦳

📒As of 6 April 2024 employees can make a statutory request to make permanent changes to their contract from their first day of employment. This means that from day one, they can ask an employer for changes to how long, when and where they work 📒

➡️2️⃣Employees can now make two requests in any twelve-month period, rather than the previous one request2️⃣⬅️

📢In addition, businesses are now required to make a decision on the request within two months of receiving it. Should you feel unable to accept the request, you need to consult with your employee 📢

🫱🏻‍🫲🏾As an employer, you must manage these requests in a reasonable manner. You can only reject a request for one of eight reasons 🫱🏻‍🫲🏾

👥The Chartered Institute of Personnel and Development (CIPD) suggests some of the direct and indirect benefits to flexible working both for businesses and employees 👥

11/02/2024

Keeping up the momentum
1 year on
Happy clients
Shining a light on people focused HR
Giving your business the confidence to evolve

24/01/2024

Got the opportunity to travel to Cardiff this week with a client for a complex HR project at a huge steel manufacturing plant. We were there and back in a day, TUPE consultations, a site tour and a bit of Welsh breakfast. I even made it back for bedtime!




Momentum HR

01/01/2024

Is your business ready
for the 2️⃣0️⃣2️⃣4️⃣
employment law updates?

Don't get left behind.....

Get in touch for HR guidance on how to implement these essential changes to your workforce. Simply and cost effectively.

Ok, it's dry and dull that's where Momentum HR will take charge for you. The National Minimum Wage with the Chancellor’s Autumn Statement we had confirmation of significant increases and changes to the National Minimum Wage (NMW) and National Living Wage (NLW) rates.

For the first time, the top rate (NLW) will apply to workers aged 21 and over. Previously that rate applied to those aged 23 and over. The new rates will take effect from 1 April 2024.

These are the largest ever cash increases we have seen to the minimum wage. While they are undoubtedly going to be welcome for the lowest paid workers in society, they will also hit businesses at a time when the economy remains uncertain.

Employers may feel a knock-on effect and wish to review and increase the wages of those near the rate of the NMW and NLW in order to maintain a clear differential in their workforce between the minimum payment rate.

Employers must ensure the correct minimum wage payments are made. Not doing so risks claims from staff, paying arrears, significant penalties and reputational damage. And let's face it no business wants that risk!