BondLegal

Employment Lawyer & People Management Expert

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A common misunderstanding is that HR only matters when something goes wrong.

In reality, most risk builds up long before, in day-to-day people management, processes, and communication.

These everyday decisions often determine how smoothly situations are handled later.

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Workplace investigations require independence, structure, and legal expertise.

We regularly support organisations with independent investigations into grievances, misconduct, and workplace conflict.

A clear, structured process helps ensure fair, robust, and defensible outcomes.

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A common gap we see in many organisations is a lack of manager training around HR processes.

This often leads to inconsistency in how issues are handled, increasing risk and avoidable problems.

Clear, practical training helps managers handle situations more confidently.

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If you’re making large-scale redundancies, this matters.

The maximum protective award for failing to comply with collective consultation obligations has doubled to 180 days’ pay per affected employee.

Will higher penalties improve consultation practices, or create more risk?

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One of the clearest trends in employment law reform? The expansion of Day One rights.

Greater flexibility for employees, but what will the long-term impact be for employers?

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If your sickness absence policy hasn’t been reviewed this year, it could be out of date.

One of the first Employment Rights Act 2025 changes overhauled SSP:
• Day One entitlement
• No lower earnings limit
• New 80% earnings cap

Big impact on payroll, absence and policies.

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The Employment Rights Act 2025 brings the biggest workplace law changes in decades.

Some reforms are already live. More land in Oct 2026, with major changes from Jan 2027.

The question is: are employers prepared?

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A common misunderstanding is that HR only matters when there’s a problem.

In reality, getting HR right early reduces risk, prevents issues escalating, and gives managers confidence in handling situations properly.

If you’d like to strengthen your HR processes, send a message!

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Are you aware of the changes to confidentiality clauses in settlement agreements?

There has been a shift in how NDAs can be used, particularly in cases involving harassment and discrimination.

Information on our blog:
https://t.co/yrMh7BZIVw

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We recently supported a client with a grievance, and no clear process in place.

Grievances can be complex and require a fair, structured approach.

We put a clear process in place and worked through it step by step, making it more manageable.

Get in touch if you need support.

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The Employment Rights Act 2025 introduces new obligations around zero-hours and low-hours contracts.

These changes also apply to low-hours workers who regularly work beyond their guaranteed hours.

This may have a significant operational impact for many employers.

Get in touch!

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From 1 January 2027, unfair dismissal law changes significantly.

The qualifying period reduces from two years to six months, and the cap on compensation is removed.

Employees will be able to bring claims much earlier, with no limit on awards.

Get in touch for more info!

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We’re excited to be sponsoring Newtown Linford Cricket Club for another season! 🏏

The new season is underway, and it’s great to continue supporting the club and the local community. Wishing all the players a successful and enjoyable season ahead!

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Are you aware of how the Employment Rights Act changes “fire and rehire” practices?

Dismissing employees to re-engage them on new terms is now automatically unfair in most cases, except where a business is in serious financial difficulty as a going concern.

Contact us!

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Managing HR effectively requires time, expertise, and consistency.

We work with organisations to provide ongoing support across all aspects of HR and employment law, ensuring issues are handled properly and risks are managed.

Contact us to find out more.

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The Employment Rights Act 2025 introduces changes that may affect SME employers, even those with no previous union involvement.

Trade unions now have easier recognition and a right of access to workplaces for organisations with 21+ employees.

Get in touch to discuss.

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Effective HR management requires expertise and the right support.

We support organisations with a range of HR and employment law matters, including:

→ Day-to-day employee queries
→ Disciplinary and grievance processes
→ Workplace investigations
→ Contracts and policies

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Do your harassment policies reflect the latest legal changes?

The Worker Protection Act 2024 introduced a duty to take reasonable steps to prevent sexual harassment, with many businesses updating their policies. This has now been raised again.

Contact us for more information.

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Many organisations come to us when HR starts to slip down the priority list.

With changes to minimum wage and rising cost pressures, it’s understandable that focus shifts elsewhere.

We support clients with everything from day-to-day queries to complex workplace issues.

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Unsure what the new Employment Rights Act means for your business?

From April 2026, SSP is payable from day one and the lower earnings limit is removed, meaning all employees are now entitled, regardless of earnings.

Get in touch if you’d like to discuss.