The Employment Rights Bill currently imposes a duty on employers to take reasonable steps to prevent sexual harassment from occurring in the workplace, instead of just reasonable steps. From October 2026, this will become all reasonable steps which means employers will be held liable for third-party harassment if they fail to take all reasonable steps to prevent it. This liability is not just limited to sexual harassment, but extends to harassment on the grounds of: age; disa

Working time is defined in the Working Time Regulations 1998 (SI 1998/1833) as: any period during which the worker is working, at their employer's disposal and carrying out their activity or duties; any period during which they are receiving relevant training; and any additional period designated as working time under a relevant agreement. Working time includes travelling where it is an integral part of the job, for example in the case of a travelling sales executive or a mob

Employers must ensure that term-time workers receive at least their statutory minimum annual leave entitlement. The employer can designate periods during the school holidays to be the term-time worker's annual leave. A worker's entitlement depends on whether or not they fall within the definition of either an 'irregular hours' or 'part year' worker. Term-time workers are likely to be part-year workers, including where they are paid in equal instalments throughout the year. Fo

The Working Time Regulations 1998 (SI 1998/1833) specify minimum rest break and daily and weekly rest period entitlements for adult workers aged 18 and over, and for young workers under the age of 18 but above compulsory school age. Workers cannot opt out of statutory minimum rest entitlements on an individual basis. Employers must make sure that workers can take their rest breaks. Under the terms of a collective or workforce agreement, the right of adult workers to rest brea