From April 6th 2026 employers now also have a duty to keep records in relation to annual leave and holiday pay. Whilst this sounds like good practice anyway, this is actually the first time there has been an employment law duty to do so. This can be done in any format the employer reasonably considers appropriate, but the information must be kept for six years. The information that must be recorded includes: Ordinary and additional annual leave Annual leave carried forwar

The Employment Rights Act 2025 packs an imposing number of reforms into its 289 pages. Despite its length and complexity it will function mainly as a framework and its full practical effects will only become clear once the relevant regulations, codes of practice and updated guidance have been published. The Government has confirmed that the reforms will be introduced in phases. Some provisions took effect on Royal Assent in December 2025, with others being implemented durin

Mileage Allowance Payments (MAPs) represent the tax-free reimbursements an employing body can provide to staff who use their own personal vehicles for business travel. Under HMRC guidelines, these payments remain exempt from reporting up to a designated "approved amount" each tax year. Following the Chancellors economic address to the Commons on 21 May 2026, the government introduced measures to assist families and businesses with rising living costs. This includes a 10p-per-

A probationary period provides a structured timeframe for the Church to review a new employee’s performance and for the employee to assess the role. Following recent and additional upcoming changes in legislation, the District recommends a more condensed and active monitoring period. Standard Duration: The standard probationary period is guided to be 3 months. This ensures that both the Church and employee have a focused window to establish performance and suitability early

Yes, if political campaigning (for example by distributing leaflets, or making speeches in support of a particular political party) causes disruption in the workplace, or causes intimidation or harassment of colleagues, employers can take action to prevent it. If the employee is carrying out campaigning during their working hours, instead of performing their work, the employer would be entitled to take disciplinary action. Employers should make clear to employees, preferably