We wanted to share an update following some recent training we attended on upcoming changes to UK data protection law. While data protection is not an area we typically advise on directly, we thought it would be useful to highlight some of the key changes coming into effect and what they may mean for your organisation from an HR and employment perspective. From 19th June 2026, provisions under the Data (Use and Access) Act 2025 will come into force, introducing a number of pr

The World Cup brings extra energy into your workplaces, late‑night matches, social plans and lots of match chat the next day. That can be great for morale, but it can also affect how fit people are for work, especially where safety and service standards really matter. The issue is not the football itself, but whether employees are turning up rested, safe and able to do their jobs properly. What Employers Often See During events like the World Cup, many organisations notice: M

Clients are already asking, “If the unfair dismissal qualifying period drops to six months, do we need to shorten our probation periods?” The short answer is, not necessarily. But you do need to rethink what happens in those first six months. What’s actually changing? Under the Employment Rights Act 2025, the qualifying period for “ordinary” unfair dismissal will reduce from two years to six months, with effect from 1st January 2027. From that point: Any employee with six mon

Union recognition rules have changed from April 2026, affecting many small and medium sized employers.

The UK government's new sick pay rules are soon to take effect. But what happens to people already off sick or with linked periods of absence from the last few months?

As we head into April, employment law in the UK is changing faster than ever. Staying ahead isn’t just about compliance - it’s about protecting your business, supporting your team and reducing risk. If you’re a retainer client with us, updates to your policies, contracts and handbooks are already part of your package. We make sure you’re ready for changes before they take effect, so you can focus on running your business. Here’s what’s coming up: Changes from January to March

By Heather McKinlay and Jennifer Marsden-Lambert Second Chapter is here to keep you up to date with the most important payroll updates...

Over the last few weeks we have been Preparing for the Worker Protection Act 2023, which will impact workplace regulations and creates...

By Laura Davies and Jennifer Marsden-Lambert For the first time in over a decade the UK has a Labour government. Now their position in...

By Heather McKinlay We are all very excited to announce some major news here at Second Chapter HQ, as our business is expanding so too is...

By Faye Lewis This year is proving to be particularly busy with employment law changes. To help you summarise, we have created this...

Well done to Tim S with a winning guess of 80! There were in fact...82 sweets in the jar! Your sweets will be winging their way to you...

By Faye Lewis Entering this new year, we're seeing big changes in how holiday entitlements and pay are handled at work. The government...

By Heather McKinlay The Advisory, Conciliation and Arbitration Service (ACAS) has recently launched a consultation on a draft Code of...

By Heather McKinlay UPDATE: A huge thank you to all our friends, family and clients who donated and took part in our quiz last night in...

By Faye Lewis The Government is rolling out Covid and flu vaccinations a month earlier than planned this year, and as flu season...

By Faye Lewis Coming from an events management background slowly taught me that I loved two distinct parts of the sector, organisation...

By Jennifer Marsden-Lambert What does flexible working mean? Flexible working is simply a way of working that suits an employee’s needs,...

By Heather McKinlay SNP MP Stuart McDonald, along with extensive support from the charity Bliss, saw his Neonatal Care (Leave and Pay)...

From April 2023, there are a number of changes to statutory payments in the UK. In particular, we would encourage employers to check they...