Tag: ACAS

Acas tips to help employers manage workplace challenges due to hot weather

Workplace expert Acas has offered some recommendations to help employers manage workplace challenges due to hot weather.  

Acas Chief Executive Niall Mackenzie said: “The Met Office has issued a weather warning for extreme heat, which will mean an uncomfortable week for many people.

“Some workers with certain health conditions or disabilities may be adversely affected by the heat. The hotter weather can also impact public transport, which can disrupt people’s journeys to and from work. 

“Acas has some top tips for employers to help ensure their businesses remain productive during the heatwave while keeping staff happy, too.” 

By law, employers have a ‘duty of care’ to make sure working temperatures are reasonable for their staff. This includes at the workplace and working from home.

Acas’s recommendations for hot weather working include: 

Workplace temperatures should be reasonable  

There is no legal maximum working temperature. The Health & Safety Executive (HSE) advice is that the temperature in all workplaces inside buildings must be reasonable.  

The HSE offers advice on how to carry out a thermal comfort risk assessment if staff are unhappy with the temperature:  

http://www.hse.gov.uk/temperature/index.htm  

Keeping cool at work  

Switch on any fans or air conditioners to keep workplaces comfortable and use blinds or curtains to block out sunlight. Staff working outside should wear appropriate clothes and use sunscreen to protect from sunburn. 

Stay hydrated  

Employers must provide staff with suitable drinking water in the workplace. Workers should drink plenty of water throughout the day to prevent dehydration and not wait until they are thirsty. Employers could allow extra breaks for staff to get cold drinks. 

Dress code  

Employers are not under any obligation to relax their uniform or dress code requirements during hot weather but where possible it may be advisable to for employers to relax the rules for wearing ties or suits. 

Getting into work  

If public transport gets adversely affected by the hot weather, this could affect staff attendance and their ability to get into work on time. Staff should check timetables in advance, and employers should be flexible.  

https://www.acas.org.uk/disruption-getting-to-work

Vulnerable workers 

Workers with health conditions or disabilities may be affected more by hot weather. Employers should assess for any risks and discuss what they need to reduce or remove that risk. This might include providing fans, portable air-cooling units or more frequent or longer breaks. Employers must make reasonable adjustments for workers with disabilities.  

https://www.acas.org.uk/reasonable-adjustments

https://www.acas.org.uk/extreme-temperatures-in-the-workplace

One in four workers say managers and unions are failing to prevent conflict, Acas survey finds

More than one-quarter (26%) of workers feel their managers and employee representatives are ineffective at working together to prevent and resolve conflict, according to a new Acas survey.

The survey, carried out by YouGov, also found that nearly one in three (31%) workers do not have any employee representatives who could help prevent conflict.

The Employment Rights Act 2025 gives new access rights to trade unions which makes effective employer and trade union relationships critical.

The government has consulted on a Code of Practice on the new independent right of trade unions to access workplaces that is expected to come into force in October 2026. It will provide guidance on how access is requested, agreed and implemented.

Acas is calling on government, trade unions and employers to work together positively to achieve access and prevent conflict.

Kevin Rowan, Acas Director of Dispute Resolution, said: “We know there is a conflict management skills gap in Britain, and our survey shows too many cases where employee representatives and managers are not effective enough at working with each other, leading to conflict and disruption.

“Effective relationships between employee representatives and managers can help build trust, prevent disputes and contribute to productive organisations.

“I’m pleased the new draft Code recognises the valuable work that Acas collective conciliators do to build positive relationships between trade unions and employers. There is need for a balance on both sides on the right for trade union access outlined in the Code.”

Acas’s response to the Government’s consultation makes several recommendations, including how the Code should:

  • balance rights and responsibilities, clarifying that effective access arrangements be meaningful, regular and could be in-person or digital, and unions and employers should work together positively to achieve access
  • promote voluntary agreements on access between unions and employers, rather than rushing to formal procedures, and ensure the Code clearly signposts Acas services

Acas offers training, advice and a free service for managers and representatives to help prevent, manage and resolve conflict at work.

Acas collective conciliation involves working directly with employers and groups of workers or their representatives to settle a dispute. It gives both parties the chance to come to an agreement without taking legal or industrial action.

In 2024-25, Acas handled 522 collective conciliations and helped to resolve 93% of cases.

Acas urges employers to have a good team line up before World Cup kick off

Workplace expert, Acas, has published some top tips today to help employers prepare for potential issues that could arise over the World Cup period.

The World Cup is a big sporting event for many workers who may want to follow their favourite football team and enjoy the event. Some staff may want to book time off to go to the World Cup or attend special group events in the UK. Others will want to use the internet or their phones to stay updated on the match results.

Acas advises employers to plan ahead and have agreements in place that cover requests for time off, sickness absence and flexible working hours during this period.

Acas Head of Workplace Advice, Susan McGuigan, said: “The World Cup is an exciting event for many football fans but staff should avoid getting a red card for unreasonable demands or behaviour in the workplace during this period.

“Many organisations need to maintain a certain staffing level to operate effectively. Bosses should have a set of simple workplace agreements in place before kick-off to help ensure their businesses remain productive whilst keeping staff on side too.

“Our top tips can help managers get the best from their team players, arrange appropriate substitutions if necessary and avoid unnecessary penalties or unplanned sendings-off.”

The 2026 World Cup will take place in Canada, Mexico and the USA between Thursday 11 June and Sunday 19 July. Due to the time difference, football match start times in the UK will vary between 5pm and 5am. There are also likely to be pre-match build ups that staff may be keen to watch or listen to.

Acas offers some top tips for employers to consider for the World Cup:

Time off – employers may wish to look at being a little more flexible when allowing workers time off during this period and staff should remember that it may not always be possible to book a holiday. The key is for both parties to try and come to an agreement.  All requests for leave should be considered fairly. A consistent approach should be applied for holiday requests for other major events too as not everyone likes football!

Drinking or being under the influence at work – some people may like to participate in a drink or two while watching the match or go to the pub and watch it live. Match times this year could start late at night into the early hours of the morning, which means fans could drink later than usual.

It may be helpful to remind staff they must not come to work under the influence of alcohol and that anyone caught drinking at work or under the influence of alcohol in the workplace could be subject to disciplinary procedures.

There may be a clear no alcohol policy at work but workers may need a reminder.

Sickness absence – employers may want to remind staff that their sickness and attendance policies will still apply during the World Cup. Any unauthorised absence, patterns of absence or late attendance are likely be investigated and could result in formal proceedings.

Flexibility – one possible option is to have a more flexible working day. Workers could come in a little later or finish sooner and then agree when this time can be made up. This is particularly important given the time differences between the UK and the host countries.

Allowing staff to listen to the radio or watch the TV may be another possible option. Employers could also allow staff to take a break during match times. Another option is to look at allowing staff to swap shifts with their manager’s permission.

It is important to be fair and consistent with all staff if you allow additional benefits during the World Cup.  Any change in hours or flexibility in working hours should be approved before the event.

Use of social media and websites – there may be an increase in the use of social media or websites covering the 2026 World Cup.

Employers may wish to remind staff of any policies regarding the use of social media and websites during working hours. The policies should be clear on what is and isn’t acceptable web use.

Bank holidays and being fair to staff – there is a World Cup bank holiday on 15 June 2026 in Scotland but it does not apply to England.

Employers should keep in mind that UK workers support a diverse range of national teams. Any plans and arrangements that are made at work should apply fairly to supporters of any team.

Supporters can be passionate about a national team and managers may want to remind staff to be respectful to each other.

New study reveals a third of employers are likely to make redundancies by January 2027

A new survey from Acas has found that a third of employers (33%) are likely to make staff redundancies by January 2027.

Acas commissioned YouGov to ask British businesses about their redundancy plans between February 2026 and January 2027.

The poll revealed that 46% of large businesses are likely to make redundancies and one in five (21%) small and medium sized (SME) businesses said that were likely to do so over the same period.

The Government has recently consulted on new law changes outlined in the Employment Rights Act 2025 for employers that want to make collective redundancies across their organisation. Acas has published its response to the consultation.

Acas Director of Dispute Resolution, Kevin Rowan, said: “The results of our poll reveal that a third of businesses are considering redundancies by the start of next year.

“Organisations should look at all possible alternatives to redundancies first, but if employers conclude they have no choice, then they have legal requirements they must follow. This means they must consult with staff early to seek their views, or risk being subject to a costly legal process.

“In 2027, the Government’s Employment Rights Act will introduce new consultation requirements if redundancies are proposed across multiple sites. Acas recommends that the Government ensures employers and trade unions understand the value of collective consultation and have the skills to work well together.”

If an employer finds there are no other choices than to make redundancies, then there are strict rules on consulting staff that they must follow.

An employer must discuss any planned changes and consult with each employee who could be affected. By law, employers who wish to make 20 or more staff redundant in a 90-day period must also consult a recognised trade union or elected employee representatives about the proposed changes.

If an employer does not meet consultation requirements, employees can take their employer to an employment tribunal. If successful, the employer may have to pay up to 180 days’ full pay for each affected employee.

An employee can also make a claim of unfair dismissal to an employment tribunal on the grounds that they were not consulted, or the consultation was not meaningful.

At the moment, collective redundancy rules only apply if the redundancies are proposed at one workplace. The Employment Rights Act 2025 introduces a law change that means the rules will count redundancies across an employer’s entire organisation.

An organisation that plans to make a certain number of redundancies across multiple sites or workplaces will have to follow new law changes due to take effect in 2027. The Government ran a consultation to seek views on the changes and what the redundancy threshold number should be that sparks a collective redundancy process for an employer that has multiple sites.

Acas advice is that employers should consider all possible options before considering redundancies as other solutions to their situation could be found through consultation with their staff, employee representatives and unions.

In response to the Government’s consultation, Acas recommended that:

  • the Government make sure that employers, trade unions and staff representatives understand the value of collective consultation and have the skills to work well together; and
  • the Government should also pick a threshold for consultation that is easy to understand and does not require complex systems to calculate, as this would help avoid procedural disputes and reduce administrative burdens.

For Acas’s full response to the Government’s consultation, please see: 

https://www.acas.org.uk/public-consultation-responses

Acas’s advice for staff and employers about redundancies is available at: 

www.acas.org.uk/redundancy

Acas top tips for employers managing hot weather at work

Workplace expert Acas has offered some recommendations to help employers manage workplace challenges due to hot weather.  

Acas Chief Executive Niall Mackenzie said: ““The warmer weather will be welcomed by many, but for some staff getting into work, or those working in warmer environments, it can be uncomfortable.

“Some workers with certain health conditions or disabilities may be adversely affected by the heat. The hotter weather can also impact public transport, which can hinder workers travelling to work. 

“Acas has some top tips for employers to help ensure their businesses remain productive during the heatwave while keeping staff happy too.” 

By law, employers have a ‘duty of care’ to make sure working temperatures are reasonable for their staff. This includes at the workplace and working from home.

Acas’s recommendations for hot weather working include: 

Workplace temperatures should be reasonable  

There is no legal maximum working temperature. The Health & Safety Executive (HSE) advice is that the temperature in all workplaces inside buildings must be reasonable.  

The HSE offers advice on how to carry out a thermal comfort risk assessment if staff are unhappy with the temperature:  http://www.hse.gov.uk/temperature/index.htm  

Keeping cool at work  

Switch on any fans or air conditioners to keep workplaces comfortable and use blinds or curtains to block out sunlight. Staff working outside should wear appropriate clothes and use sunscreen to protect from sunburn. 

Stay hydrated  

Employers must provide staff with suitable drinking water in the workplace. Workers should drink plenty of water throughout the day to prevent dehydration and not wait until they are thirsty. Employers could allow extra breaks for staff to get cold drinks. 

Dress code

Employers are not under any obligation to relax their uniform or dress code requirements during hot weather but where possible it may be advisable to for employers to relax the rules for wearing ties or suits. 

Getting into work 

If public transport gets adversely affected by the hot weather, this could affect staff attendance and their ability to get into work on time.

Staff should check timetables in advance, and employers should be flexible.  https://www.acas.org.uk/disruption-getting-to-work  

Vulnerable workers 

Workers with health conditions or disabilities may be affected more by hot weather.

Employers should assess for any risks and discuss what they need to reduce or remove that risk. This might include providing fans, portable air-cooling units or more frequent or longer breaks. 

Employers must make reasonable adjustments for workers with disabilities. https://www.acas.org.uk/reasonable-adjustments  

For further advice, please see:

https://www.acas.org.uk/extreme-temperatures-in-the-workplace

Acas: What must be included in your written statement of employment

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 👇

#EmploymentContract

#HR

#BusinessOwners

Acas calls on employers not to get left behind on changes to parental leave

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:

  • employees will be eligible for paternity leave from the first day of employment- Currently they must have worked for their employer for 26 weeks
  • ordinary unpaid parental leave, will also become a day one right – currently, employees must have worked for their employer for 1 year to be eligible
  • the restriction on taking paternity leave after shared parental leave will be removed
  • eligible fathers and partners will be able to take up to 52 weeks of unpaid bereaved partner’s paternity leave if the mother or primary adopter dies – they must take this leave within 52 weeks of the child’s birth (including surrogacy), adoption placement, or entry to Great Britain for overseas adoptions

Employers and managers can get training from Acas about changes to paternity and parental leave.

A third of workplace sickness absence is due to stress, anxiety, depression or other mental health problems

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. 

Employers are failing to support neurodiversity at work

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:

  • Support line managers: Give managers the skills and confidence to recognise needs, agree adjustments and help people perform at their best.
  • Build real knowledge: Provide practical training so everyone understands how to support neurodivergent colleagues.
  • Co‑create guidance: Work with neurodivergent staff to design policies, guidance and training that reflect real experiences and needs.

Acas has training in the year ahead on neurodiversity and advice too:

https://www.acas.org.uk/neurodiversity