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Workplace

17th June 2026

When is it too hot to work?

Heatwave conditions raise legal and safety obligations for employers. With another long, hot summer on the cards, how should you be managing your workforce, and what happens if there is a refusal to work in the heat?

Recordkeeping

17th June 2026

Importance of working time records

Accurate record-keeping is essential under the Working Time Regulations 1998 which recently expanded further, particularly with new annual leave requirements coming into force from 6 April 2026. What records must you keep and for how long?

Discrimination

17th June 2026

How to manage menopause symptoms

When an employee works from home to manage severe menopause‑related migraines, is disciplining her a fair response or a potential act of discrimination? A tribunal has decided that HSBC must face a claim of discrimination. What lessons can be learned if your employees are experiencing menopause symptoms?

Expenses

17th June 2026

Increase in statutory mileage rates

Statutory mileage rates increased on 6 April 2026. This means you need to check your policies, expenses processes and communications to ensure any claims are fair, consistent and legally compliant. What are the new rates and how can you best manage issues on any backdated claims?

Contracts

17th June 2026

Salary incorrect in the contract?

When a contract is issued with the wrong salary, are you bound by the figure or can it be corrected before employment begins? With errors carrying real legal and financial consequences, when do incorrect terms become binding and what options exist if an employee refuses to accept the corrected salary?

Discrimination

17th June 2026

Agoraphobic employee refused flexibility

If an agoraphobic employee is denied hybrid working, could that amount to discrimination when their condition makes office attendance overwhelming? What does a recent case demonstrate for employers managing requests linked to mental‑health conditions?

Sickness Absence

17th June 2026

Pay during phased return to work

Where an employee works reduced hours as part of a phased return to work after long-term sickness absence, what should they be paid during this period? Are there any additional considerations when managing the employee and their return to work?