Feeling stressed at work?
Stress can affect anyone, and it’s often linked to things like workload, support or communication.
This Stress Awareness Month, talk to someone or ask for support if work is affecting you.
See below for simple steps you can take
By law, employers must give you a written statement of employment particulars. This applies to:
Anyone legally classed as an employee
Anyone legally classed as a worker (as long as they started on or after 6 April 2020)
This written statement outlines the key details of your job – things like your pay, working hours, and other essential terms.
A lot of people think this document is the employment contract. In reality, legally the contract is much broader than the written statement.
And here’s the important part: Your employer must provide a written statement no matter how long your employment lasts.
We have more advice on written statements and employment contracts to help you. Check the link in the comments below
The Advisory, Conciliation and Arbitration Service (Acas) has welcomed strong employer awareness of new paternity and parental leave rules coming into effect this month, while encouraging remaining businesses to get up to speed.
A new YouGov survey, commissioned by Acas, showed that 87% of employers were aware of the changes coming into effect next month, while 12% were unaware.
Major changes to employment law introduced by the Employment Rights Act 2025 will come into effect on 6 April 2026.
Niall Mackenzie, Acas Chief Executive, said: “The Employment Rights Act 2025 represents a major shake-up in employment law, and employers and workers need to be prepared.
“It is encouraging that so many employers are aware of the new rules, but is clearly still an uncertainty for some. It is vital that all employers are aware of their obligations and are ready to act on them.
“Acas is best placed as the independent expert to provide advice and training to employers and workers navigating this period of change.”
Employment Rights Minister Kate Dearden said: “No new parent should miss out on time with their child because they haven’t been in their job long enough. Our reforms to parental leave are putting that right.
“I’m glad to see so many employers are prepared for the changes, to make sure workers get the benefits and security they deserve.”
Changes to employment law coming into effect on 6 April include:
Employers and managers can get training from Acas about changes to paternity and parental leave.
Almost a third (32%) of bosses report stress, anxiety, depression or other mental health problems as a reason staff give for sickness absence.
A YouGov survey, commissioned by workplace expert Acas, asked employers what the top three reasons employees give for being off sick from work.
Almost two-thirds (62%) said that workers report their absences as being due to minor illnesses, such as coughs, colds and the flu, while nearly a quarter (23%) said that the absences are due to headaches and migraines.
The poll was commissioned ahead of new changes to statutory sick pay that will take effect in a few weeks’ time due to new rules introduced by the Employment Rights Act 2025.
From 6 April, workers will be eligible for statutory sick pay for their first day of illness rather than the fourth day and workers will no longer need to earn a minimum amount to be eligible
Acas Head of Inclusivity, Julie Dennis, said: “Our findings reveal that 1 in 3 bosses report mental health problems as a key reason for staff absence. It’s a surprising result alongside the top reason for sickness being coughs, colds, flu and other minor illnesses.
“Bosses need to ensure that their work environments are healthy places to work as well as prepare for the new rules on sick pay that will coming in a few weeks’ time.
“Workers should also look after their own health and wellbeing too. If they are experiencing stress, they should talk to their manager as soon as they can. Acas has good practice advice and training in this area.”
Acas has good practice advice to help bosses manage sickness absence at work:
Providing training for managers on how to support employees through periods of illness can help with absence rates.
Employers that offer flexible working can also help promote a healthy work environment and prevent high levels of sickness absence.
Good mediation services at work can help resolve any issues that is sparking sickness absence among staff.
Easily accessible illness and absence policies will make it clear what’s expected of both employers and workers if someone needs time off work.
Acas has updated its advice on sick pay to reflect the new changes in the law from the Employment Right Act 2025 that will apply from 6 April and how they compare to the current rules: Statutory sick pay – Sick pay – Acas.
Acas also has training courses for employers on managing absence.
Over a third of workers (35%) think that their employer is ineffective at training managers to support neurodiversity at work, according to a new Acas survey.
The survey, carried out by YouGov, of 1,000 employees across Great Britain found that just 32% think their organisation effectively trains managers to make reasonable adjustments for neurodivergent colleagues.
By contrast, 35% said their employer was ineffective, with 18% of those describing their employer as “very ineffective.” Almost one-third (32%) of respondents said they didn’t know how effective their employer was at supporting neurodivergent staff, pointing to a potential lack of understanding of neurodiversity at work.
Julie Dennis, Acas Head of Inclusive Workplace Strategy and Policy said: “These stats show a potentially worrying lack of knowledge when it comes to supporting neurodivergent colleagues, and how to put support at the centre of workplace policies and training.
“Supporting neurodivergent staff can be simple and cost-effective, and it should be integral to any business. When everyone is given the chance to thrive, every business can too.
“Acas has advice and training for employers on how to raise awareness, be inclusive, sensitive, and stay within the law when managing neurodiversity at work.”
Neurodiversity describes the natural differences in how people’s brains behave and process information. Well-known types of neurodivergence include neurodevelopmental conditions such as ADHD, autism, dyslexia and dyspraxia.
A lot of neurodivergent people do not see themselves as disabled but will often be considered as having a disability under the Equality Act.
The Equality Act gives disabled employees protection against discrimination and the right to reasonable adjustments at work. A reasonable adjustment is a change that an employer makes to remove or reduce a disadvantage related to someone’s disability.
According to Acas figures, around 15-20% of adults experience and process the world differently. Acas advice is that employers should make their organisation more inclusive, so that staff feel comfortable sharing and talking about neurodiversity.
Acas has some top tips for employers:
Acas has training in the year ahead on neurodiversity and advice too:
More than half (53%) of Scottish employers say changes to statutory sick pay will have a significant impact on their business, according to a new survey.
Workplace expert, Acas, commissioned YouGov to ask which changes in the Employment Rights Act 2025 will have the biggest impact on bosses in Scotland
New rights on sick pay topped the polls, with Scottish employers ranking new rules around unfair dismissal and flexible working second.
The valuable insights gained from the results will help Acas target its support for workers and bosses where they need it the most.
Niall Mackenzie, Acas Chief Executive, said: “The Employment Rights Act is a major shake-up in employment law and will impact businesses and workers in Scotland.
“It’s crucial that both employer and employees get to grips with the new rules, and Acas remains best placed as independent experts helping everyone at work throughout this period of change.
“Acas will be working with employers, workers and their representatives on the implementation of the Employment Rights Act and we will be updating our advice and training.”
The survey results revealed that:
More than half of Scottish employers (53%) said that workers getting sick pay for the first day of illness rather than the fourth day would have the biggest impact on them.
Employers also said flexible working rules (19%) and new protections around unfair dismissal (39%) would likely have an impact.
New rules, brought in by the Employment Rights Act, regarding paternity leave and sick pay will come into force on 6th April 2026.
From 6 April, employees will be eligible for paternity leave from the first day of employment. Currently employees must have worked for their employer for 26 weeks before they are eligible.
From 1 January 2027, employees will be protected from unfair dismissal if they have worked for their employer for at least six months. Currently an employee must have two years continuous service to be able to claim unfair dismissal.
A dismissal may be considered unfair by law if there was no fair reason for the dismissal; the reason was not enough to justify dismissing them; or the employer did not follow a fair procedure.
In 2027 new measures will come into force intended to improve access to flexible working.
Flexible working can involve a change to when, where or how someone works. Employers and employees should follow the Acas Code of Practice on flexible working when handling a request.
Acas has an online roadmap of when all the new expected law changes in the Employment Rights Act are likely to come into effect, which includes webinars and training: Employment Rights Act 2025 – Acas
Workplace expert, Acas, commissioned YouGov to ask which changes in the Employment Rights Act 2025 will have the biggest impact on bosses and workers.
New rights on sick pay topped the polls for both, followed by new protections on unfair dismissals. Employers ranked new paternity leave rights as their third biggest while workers opted for the new changes on flexible working.
The valuable insights gained from the results will help Acas target its support for workers and bosses where they need it the most.
Niall Mackenzie, Acas Chief Executive, said: “It is clear from our polls that new worker rights on sick pay and protections from being unfairly dismissed from work are at the forefront in the minds of employers and workers.
“Acas will play a crucial role working with employers, workers and their representatives on the implementation of the Employment Rights Act and updating its advice and training.
“These reforms represent the biggest shake-up to employment law in a generation. Acas remain best placed as independent experts helping everyone at work throughout this period of change.”
The survey results revealed that:
New rules, brought in by the Employment Rights Act, regarding paternity leave and sick pay will come into force on 6th April 2026.
From 6 April, employees will be eligible for paternity leave from the first day of employment. Currently employees must have worked for their employer for 26 weeks before they are eligible.
From 1 January 2027, employees will be protected from unfair dismissal if they have worked for their employer for at least six months. Currently an employee must have two years continuous service to be able to claim unfair dismissal.
A dismissal may be considered unfair by law if there was no fair reason for the dismissal; the reason was not enough to justify dismissing them; or the employer did not follow a fair procedure.
In 2027 new measures will come into force intended to improve access to flexible working.
Flexible working can involve a change to when, where or how someone works. Employers and employees should follow the Acas Code of Practice on flexible working when handling a request.
Acas has an online roadmap of when all the new expected law changes in the Employment Rights Act are likely to come into effect, which includes webinars and training: Employment Rights Act 2025 – Acas
Workplace expert, Acas, has today launched a consultation on updates to its Code of Practice on time off for trade union duties and activities.
The Government introduced a new Employment Rights Bill in October 2024 as part of its Make Work Pay plan to reform UK employment law. The Bill became the Employment Rights Act on 18 December 2025.
The Employment Rights Act 2025 introduces new statutory rights to time off for union equality reps that mirrors the existing rights for union learning reps and requires employers to provide ‘accommodation and other facilities’ to union reps for their time off duties.
Niall Mackenzie, Acas Chief Executive, said: “Effective relationships between trade union representatives and employers can help build trust, prevent disputes and contribute to healthy productive organisations.
“Our new draft Code of Practice has been updated to reflect new legal rights in the Employment Rights Act 2025 that cover time off for carrying out trade union duties.
“The Code provides good practice advice to help understand these new rights and we are keen to get views to ensure it is clear, practical and promotes good employment relations between employers and trade unions.”
The Code of Practice on time off for trade union duties and activities was last updated in 2010.
The purpose of the new draft Code is to set out guidance on good practice that will aid and improve the effectiveness of relationships between employers and trade unions. This guidance will be taken into account by employment tribunals in relevant cases.
Employment Rights Minister, Kate Dearden, said: “Strong workplace relationships help to raise living standards and productivity as well as being vital to lasting business success.
“I encourage all employers, workers, and trade union representatives to take the opportunity to shape this guidance. An updated Code of Practice will provide clarity to make these new rights work in practice and support productive workplaces across the country.”
Trade union reps are currently entitled to paid time off for union duties and relevant training provided it is reasonable. Equality representatives do not currently have a statutory right to time off or training.
The Employment Rights Act 2025 introduces a new statutory right to time off for union equality reps that mirrors the existing rights for union learning reps.
There is currently no statutory requirement for employers to provide trade union representatives with facilities to carry out their duties except for certain circumstances such as collective redundancies.
The Act also introduces a new right that requires employers to provide ‘accommodation and other facilities’ to union representatives for their time off duties if it is requested and is reasonable.
TUC General Secretary, Paul Nowak, said “These new rights are a welcome step forward to modernising industrial relations in the UK. Equality reps, with paid facility time, will play a vital role in tackling workplace discrimination and making workplaces more inclusive and productive.
“Facility time saves employers money by helping to nip issues in the bud before they spiral into costly disputes.
“And it improves communication, supports wider staff wellbeing and helps resolve problems early and constructively. That’s good for workers, employers and the wider economy.”
The draft Code aims to help employers and unions ensure that they have agreed working arrangements that cover how the practicalities of reasonable time off for union activities and the provision of accommodation and other facilities will work.
The consultation on the draft Code closes on 17 March 2026.
To respond please see: www.acas.org.uk/trade-union-duties-code-consultation
Commenting on the Employment Rights Act becoming law (Thursday), TUC General Secretary Paul Nowak said: “This is a landmark day for millions of workers.
“The Employment Rights Act represents the biggest upgrade in workers’ rights in a generation.
“It will deliver common sense changes like banning exploitative zero hours contracts, protecting workers from harassment and sick pay for all – and so much more. These are hard-won rights that the union movement and workers have long campaigned for.
“For too long, we have lagged behind our European counterparts on workers’ rights. This legislation takes us closer to the mainstream.
“We are finally closing the door on the broken status quo defined by insecurity, poor pay and weak rights.
“It’s now vital the government finishes the job – ensuring workers feel the benefits of all these new protections as soon as possible. That means watertight secondary legislation, which delivers new rights fully and quickly.”
The Advisory, Conciliation and Arbitration Service (Acas) has welcomed the new Employment Rights Act, describing it as a significant opportunity for employers and staff to work together to help businesses thrive and improve working lives.
The Act, which received Royal Assent on Thursday, will update British employment law and includes the following changes:
· protection from unfair dismissal will become a right after 6 months of being in a job instead of two years
· new rules to limit “fire and rehire” practices
· the right to guaranteed hours for workers on zero hours contracts
· statutory sick pay will be paid from the first day of illness
· whistleblowing protection for disclosing sexual harassment at work
· proactive duty on employers to take all reasonable steps to prevent sexual harassment and obligations to prevent employees from 3rd party harassment
· paternity leave will become a day one right instead of needing to work for an employer for 26 weeks
· stronger protections against dismissal for pregnant workers and those returning from maternity leave
· new rules around trade unions’ right to access workplaces to meet and support workers, and simplified rules for trade unions to negotiate with employers over pay and conditions
Niall Mackenzie, Acas Chief Executive, said: “This is a once-in-a-generation change to employment law in Britain and an opportunity for employers and workers to work together to bring all workplace relations up to the standard of current best practice, and help businesses thrive and improve working lives.
“Acas will be updating its training and advice as the new laws are implemented. We stand ready to help employers, workers and their trade unions work together to make the most of the opportunity presented by these reforms to build better, healthier and more productive workplaces.”
Acas will play a crucial role in supporting the Act’s implementation, through:
· developing comprehensive advice on all aspects of the new legislation as they take effect
· producing statutory Codes of Practice to ensure employers and workers understand their legal obligations and good working practices
· providing a range of training and support, including webinars, workshops and resources
· continuing to provide expert, impartial conflict resolution through its conciliation and mediation services
Acas is working with the Department for Business and Trade, as well as other partners to provide advice and help employers and employees prepare for the changes.
Employers and workers seeking information can visit www.acas.org.uk.
The Advisory, Conciliation and Arbitration Service (Acas) is celebrating five decades of helping millions of people resolve workplace issues and improve working relationships across Britain.
Since 1975, Acas has been the nation’s trusted voice in workplace relations, evolving from addressing industrial disputes to tackling modern workplace challenges while maintaining its commitment to impartial, expert guidance.
In 1975, the Conciliation and Arbitration Service added the advisory function to its dispute services to become Acas.
To coincide with the anniversary, Acas has published a report showing that almost half (44%) of working age adults in Britain experienced conflict at work in the past 12 months.
Niall Mackenzie, Acas Chief Executive, said: “This year marks 50 years since we became Acas and started providing workplace advice, as well as resolving disputes.
“For 50 years, Acas has been at the heart of workplace relations, helping employers and employees navigate change and find common ground even in the most challenging circumstances.
“Our report into conflict prevalence shows that there is still a need for Acas’s experts to bring their experience and cool heads to workplace disputes.”
The research found that:
Niall added: “Disputes at work might be inevitable, but the knock-on effects can be very costly if they are not managed and resolved properly.
“It is encouraging to see that informal methods to prevent and resolve disputes are already being used by bosses.
“Part of Acas’s role, as we mark 50 years of providing workplace advice, is to make sure managers and leaders have the skills to build more harmonious workplaces.”
Acas continues to demonstrate its vital role in supporting the UK economy and workforce. This year alone, the organisation has:
As Acas marks this milestone anniversary, the organisation is positioning itself for the challenges and opportunities of the next 50 years and recently launched a new five-year strategy.
Beyond supporting the Employment Rights Bill implementation, Acas continues to innovate and adapt its services to meet the evolving needs of modern workplaces, from supporting flexible working arrangements to addressing new forms of workplace conflict.
Employment Rights Minister Kate Dearden said: “For half a century, Acas has given workers a voice and supported employers to build stronger, more productive workplaces. Its work resolving conflict and improving employment relations has delivered real benefits for organisations and significant savings for the economy.
“Early dispute resolution is vital to a modern, growing economy, and Acas will remain central to our plans to modernise industrial relations in a way that works for both workers and businesses.”
A full copy of the report can be viewed here: https://www.acas.org.uk/research-and-commentary/workplace-conflict/prevalence-of-conflict-at-work/
For more information about Acas and its services, visit www.acas.org.uk.
