{"id":520,"date":"2026-04-16T12:06:10","date_gmt":"2026-04-16T12:06:10","guid":{"rendered":"https:\/\/lezemoresolicitors.co.uk\/wordpress\/?page_id=520"},"modified":"2026-05-05T10:24:52","modified_gmt":"2026-05-05T10:24:52","slug":"employment-advice-for-employees","status":"publish","type":"page","link":"https:\/\/lezemoresolicitors.co.uk\/wordpress\/employment-advice-for-employees\/","title":{"rendered":"Employment Advice for Employees"},"content":{"rendered":"

Employment Advice for Employees<\/h2>\n

This information has been compiled on 15 April 2026 and reflects the law as it stands today under the Employment Rights Act 2025 and other current legislation.<\/h5>\n

Welcome to our Employment Advice for Employees section at Lezemore Solicitors. We know that problems at work can be stressful and confusing, so we explain everything in plain, everyday English. Whether you\u2019re facing unfair treatment, issues with pay or leave, or thinking about leaving your job, we give you clear advice on your rights and the practical next steps.
\nThe Employment Rights Act 2025 has already introduced several important new protections for employees and workers. The key changes that are now in force include:<\/p>\n

From 6 April 2026, Statutory Sick Pay (SSP) is payable from the first day of sickness absence (the previous three waiting days have been removed) and there is no longer a lower earnings threshold therefore extending SSP eligibility to employees who previously fell below the lower earnings.
\nFrom 6 April 2026, paternity leave and unpaid parental leave became day-one rights (you can take them from the first day in a new job). Note that the qualifying conditions for statutory paternity pay remain separate and have not changed.
\nFrom 6 April 2026, reporting sexual harassment at work is now expressly treated as a qualifying disclosure for whistleblowing protection.
\nFrom 6 April 2026, the maximum protective award for failure to consult properly on collective redundancies doubled from 90 to 180 days\u2019 pay.
\nFrom 6 April 2026, a new right to bereaved partner\u2019s paternity leave was introduced.
\nOn 7 April 2026, the new Fair Work Agency launched as a central enforcement body for key employment rights, including the national minimum wage, holiday pay and related protections – On 7 April 2026, the new Fair Work Agency launched as the government\u2019s single enforcement body for employment rights, including minimum wage, holiday pay and other protections.
\n\"Boundary<\/p>\n

Contact J L Lezemore Solicitors covering Hertfordshire and Essex<\/h2>\n

Need help with a work problem? Get in touch today for straightforward, practical advice. We offer flexible appointments (including evenings and weekends where possible) across Hertfordshire and Essex.
\nThe earlier you contact us, the more options you usually have. We look forward to helping you protect your rights at work.
\nPlease visit our\u00a0contact page<\/a>\u00a0for more information.We help employees across Hertfordshire and Essex with all aspects of employment law. Common issues we deal with include:<\/p>\n

Contracts, pay and holidays \u2013 checking your terms, dealing with unpaid wages, holiday entitlement or unlawful deductions.
\nDiscrimination, harassment or bullying \u2013 protection from unfair treatment because of a protected characteristic (age, disability, gender, race, religion, sexual orientation, etc.).
\nGrievances and disciplinaries \u2013 helping you raise a formal complaint or defend yourself in a disciplinary meeting.
\nUnfair dismissal or redundancy \u2013 at present you normally need two years\u2019 service to claim ordinary unfair dismissal (this reduces in January 2027 \u2013 see below). We advise on settlement agreements, negotiation and tribunal claims where appropriate.
\nWhistleblowing \u2013 protection if you\u2019ve spoken up about wrongdoing, now with extra safeguards for sexual harassment reports.
\nFlexible working requests \u2013 your right to ask and how to challenge an unreasonable refusal.
\nSick pay and sickness absence \u2013 ensuring you receive SSP from day one and handling fit notes or return-to-work discussions.
\nFamily-related leave \u2013 paternity, parental, shared parental or bereavement leave, including the new day-one rights.
\nSettlement agreements \u2013 a written, legally binding agreement between an employer and an employee or worker under which, usually in return for a payment or other agreed terms, the individual agrees to waive specified employment claims \u2013 the legal costs are usually paid by the employer.<\/p>\n

Most problems can be sorted through internal grievance procedures, negotiation or a protected conversation. If needed, we can represent you at an employment tribunal. We always aim for the quickest, least stressful outcome possible.What\u2019s coming in the next year
\nFurther significant changes are expected later in 2026 and in 2027. These include:<\/p>\n

No earlier than October 2026 \u2013 the time limit for bringing most Employment Tribunal claims is expected to increase from 3 to 6 months.
\nOctober 2026 \u2013 employers are expected to become liable for certain third-party harassment where they failed to take all reasonable steps to prevent it.
\nOctober 2026 \u2013 further trade union reforms, including a duty on employers to inform workers of their right to join a trade union and wider union access rights.<\/p>\n

January 2027 \u2013 the qualifying period for ordinary unfair dismissal is expected to reduce from two years to six months, and the statutory cap on compensatory awards is expected to be removed.
\nJanuary 2027 \u2013 new restrictions on \u201cfire and rehire\u201d practices are expected to take effect.<\/p>\n

We keep fully up to date with all these developments and will always give you advice based on the law that applies to your situation right now.<\/p>\n

Offering advice at an affordable price, value for money and from the comfort of your own home.<\/h3>\n","protected":false},"excerpt":{"rendered":"

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