by Magara Law | May 19, 2025 | Advice for all, Employment Law Updates, HR Advice
A significant increase to Statutory Sick Pay (SSP) rates is set to provide relief for over a million low-paid workers, with changes expected to be introduced next year through the Employment Rights Bill. Currently, workers earning less than £123 a week receive no...
by Magara Law | May 14, 2025 | Advice for all, Discrimination, Employment Tribunal
Racial discrimination in workplaces across the UK remains a significant concern, with recent statistics highlighting its prevalence and ongoing impact. A 2025 report by Ciphr revealed that 45% of UK adults have experienced some form of workplace discrimination, with...
by Magara Law | May 14, 2025 | Advice for all, Employment Contracts, Unfair Dismissal
An employer is usually required to obtain their employee’s consent before making changes to their employment contract. An employer must consult or negotiate with employees or their representatives before making any changes, explain the reasons for changes and listen...
by Magara Law | Apr 30, 2025 | Advice for all, Employment Law Updates, Employment Tribunal, HR Advice
April 2025 brought significant changes to employment law. For business owners, employers, and employees alike, staying updated on these changes is essential for ensuring compliance and fostering a fair workplace culture. Overview of Upcoming Changes in Employment Law...
by Magara Law | Apr 9, 2025 | Advice for all, HR Advice
Parents in the UK will soon be granted the right to bereavement leave following a miscarriage as part of Labour’s wider reforms to workers’ rights. This significant change in the law, which will be introduced through the Employment Rights Bill, ensures...
by Magara Law | Mar 22, 2025 | Advice for all, Employment Tribunal, HR Advice
‘Without Prejudice’ Communications The ‘without prejudice’ rule is a fundamental aspect of UK employment law that prevents statements made in a genuine attempt to settle an existing dispute (whether made in writing or orally) from being admissible...
