New bills introduced to parliament

We take a look at some new bills introduced to parliament in recent weeks that employers will need to know about if they become law.

? The Children's Wellbeing and Schools Bill proposes changes to the rules on employing children in England as outlined in the Children and Young Persons Act 1933.

? It is proposed that all children who are employed to work will be required to have a permit, issued by a local authority, to take up suitable employment. Currently most, but not all local authorities have bye laws in place which require children to have work permits.

? Sunday employment restrictions will be amended so that a Sunday is treated the same as a Saturday. Currently children are only allowed to work 2 hours on a Sunday, and 5 hours on a Saturday for 14 year-olds, 8 hours for 15 and 16 year-olds.

? Children will be able to work for up to an hour before school and until 8pm, currently they can only work until 7pm.

? Current caps on weekly hour limits, as well as a restriction to not be allowed to work during the school day will remain.

Croner has you covered: our HR Documentation Team will provide all new and updated policies and contracts, and our 24/7 HR Advisory Team are here 365 days a year to guide you every step of the way. You can also get answers to questions like What is the rest break entitlements for a 16 year old? from Croner BrAInbox.

New Safe Leave Bill proposed in parliament

The Domestic Abuse (Safe Leave) Bill has been introduced in parliament as a Private Members’ Bill. The Bill proposes the introduction of a right to two-weeks paid leave for individuals experiencing domestic abuse.

The leave will be able to be used for finding a place of safety, dealing with health or housing issues, childcare, attending court or police interviews, attending counselling etc.

The Bill will be subject to a consultation to outline the mechanics of how it will work in practice.

Although there is currently no legal entitlement to safe leave for employees, organisations may want to consider providing a right to time off in these circumstances as a contractual entitlement.

Did you know?

Our HR Documentation Team can create a Domestic Abuse Policy to set out the support available in your business.

Proposals for greater protection of whistleblowers

The Office of the Whistleblower Bill was put forward to parliament in December 2024. The Bill proposes to establish an independent Office of the Whistleblower to protect whistleblowers.

It will set, monitor and enforce standards for the management of whistleblowing cases, provide disclosure and advice services, direct whistleblowing investigations, and order redress of detriment suffered by whistleblowers.

By having this office in place, the Bill also proposes that it will be a designated body to which people can report when they have made a disclosure.

The Bill will need to go through the full parliamentary process before becoming law.

Did you know?

You can ask Croner BrAInbox What do I do if an employee blows the whistle?

Unwanted contact was disability harassment

The claimant worked as a contact centre agent for the respondent. They suffered from endometriosis, which required treatment with a hysterectomy.

The claimant made the respondent aware that they would require approximately three–four weeks recovery before being able to return to work.

The tribunal found that by contacting the claimant via calls, texts and letters whilst the claimant was recovering from the hysterectomy, this amounted to disability harassment.

It found that as the surgery was related to their disability, the contact was unwanted and left the claimant feeling humiliated. (Berry v Anglian Water Services).

Did you know?

Our partner, Health Assured can carry out occupational health assessments for your employees.

What first aid provision do employers need?

First aid requirements depend on the size and nature of your workplace, as outlined in the Health and Safety (First Aid) Regulations 1981. Ensure you conduct a risk assessment to determine the type and level of first aid needed.

Provide fully stocked first aid kits that are easily accessible and include supplies tailored to your specific workplace hazards. Appoint the appropriate number of first aiders for the size and risk level of your workplace, these should be appropriately trained with up-to-date certifications.

For low-risk workplaces (e.g., offices) a trained appointed person may suffice. High-risk workplaces (e.g., construction sites) may require multiple trained first aiders.

Regularly review your provisions to ensure compliance and effectiveness.

Did you know?

You should display clear notices about first aid provisions, the names of trained first aiders and the location of kits.