PAYE explained: a plain English guide for employers
PAYE is how employers collect income tax and NI from employees and pass it to HMRC. A plain English guide covering how the system works, what you calculate, and when you pay.
How Mellow tracks the Employment Rights Act 2025 changes
Mellow's Predictive Compliance maps the Employment Rights Act 2025 changes to your account, flags what is automated and what needs a policy update, and tracks your readiness. Here is how it works.
Employment tribunals after ERA 2025: higher stakes
ERA 2025 expands the pool of potential unfair dismissal claimants and raises the procedural bar. Here is what the higher-stakes tribunal landscape means for employers.
Shift cancellation compensation: calculating what you owe
ERA 2025 gives zero-hours workers the right to compensation when a confirmed shift is cancelled at short notice. Here is how to calculate what you owe.
ERA 2025 and agency workers: what changed
ERA 2025 extends several new rights to agency workers including regular-hours requests, shift cancellation compensation, and predictable hours. Here is what hirers need to know.
Single worker status: what it means for your workforce
ERA 2025 does not introduce single worker status, but it narrows the practical gap between employees and workers. Here is what the three-tier system means for your workforce today.
Right to disconnect: is it coming to the UK?
The UK does not yet have a statutory right to disconnect, but ERA 2025 and the broader direction of travel make it worth preparing for. Here is the current position.
ERA 2025 compliance checklist for HR teams
A practical ERA 2025 compliance checklist covering contracts, processes, sector-specific risks, and where to prioritise. For HR teams with 50+ employees.
How to update your employment contracts for ERA 2025
ERA 2025 makes contracts written before 2024 out of date. Here is a practical guide to which clauses need updating and what the new provisions require.
Neonatal care leave: the new statutory entitlement
Neonatal care leave is a new day-one right giving parents up to 12 weeks of additional leave when a baby requires hospital care. Here is how employers administer it.
Probation periods after ERA 2025: what's different
ERA 2025 cuts the unfair dismissal qualifying period from two years to six months for dismissals on or after 1 January 2027 (the two-year period still applies until then), so probationary dismissals will need a proper process. There is no statutory probation. Here is what has changed.
Third-party harassment: your new duty of care
ERA 2025 reintroduces the duty to prevent third-party harassment, with no repeat-offence threshold. A single incident can trigger liability. Here is what employers must do.