The Employment Law & HR Podcast

In this episode 266 of the podcast I am covering a topic that has been much discussed among the Real Employment Law Advice team and which is causing increased stress and time for employers and managers, the use of AI by disgruntled employees.
We are seeing a significant increase in AI being used by employees to draft grievances, prepare complaints, challenge decisions and fuel their desire to pursue Employment Tribunal claims.
 
In this episode of the podcast I cover:
Trends we are seeing on a practical level
Implications for employers
The challenges of seeking to resolve disputes when employees have inaccurate AI 'advice'
How AI is changing employee expectations
What employers and managers can do to mitigate the risk of disputes arising
What employers and managers can do to limit situations escalating when issues do arise
Why taking proactive steps to be a good employer is your best defence
 
Key takeaways:
AI is here to stay and more and more employees will access 'advice' from their AI assistant in future and it is those employers who take the time to invest in good robust processes and procedures and truly look after their employees who will find that the time investment now will pay dividends later on.
As a member of our HR Harbour Membership service we can help you to be the best employer you can and truly mitigate the risk of spurious and time consuming AI driven disputes. You can find more information about the service here: HR Harbour
 
Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.
 
Training for your Team
Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email alison@realemploymentlawadvice.co.uk
 
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour
Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
 
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
 
Zoes Law
Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
 
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Employment Tribunal awards compensation for an employers failure to make adjustments in the probation period
In this episode 265 of the podcast I am covering a recent case decided by the Employment Tribunal where an employee was awarded compensation after the employer failed to make reasonable adjustments in the probation period.
The case of Ms  Khorram v Capgemini emphasises the importance of effectively managing probation periods and the requirement to make reasonable adjustments for employees with neurodivergent conditions.
 
In this episode of the podcast I cover:
When you need to consider reasonable adjustments
What reasonable adjustments to consider for an employee with ADHD
Why probation periods matter
When to obtain medical support and/or an occupational health assessment
Why compensation for Ms Khorram was limited by the Tribunal
 
Key takeaways:
Employers need to ensure managers are trained and aware of the importance of following occupational health advice and making reasonable adjustments for an employee who is placed at a disadvantage at work due to their disability.
You need to have good probation processes and regular communctaion in place.
 
You can read the full Judgement from the main Hearing and the Judgement from the remedy hearing here: https://www.gov.uk/employment-tribunal-decisions/ms-b-khorram-v-capgemini-uk-plc-6004705-slash-2024
 
Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.
 
How To Effectively Manage Probation Periods: Training for Managers
Online training
Monday 15th June 2026 at 10:30am (90 minutes)
£75.96 per person
Book now here: https://www.eventbrite.com/e/1988753783101?aff=oddtdtcreator
 
 
Still not sure about the Employment Rights Act and what you need to do?
Why not attend our Free Webinar for Employers on Monday 18th May at 10:30am
Register to attend here: https://tinyurl.com/bddck4ut  
 
Training for your Team
Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email alison@realemploymentlawadvice.co.uk
 
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour
Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
 
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
 
Zoes Law
Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
 
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

This is going to be critical for all new employees from the 1st July 2026
In this episode 264 of the podcast I am covering the critical change to how managers and employers deal with probation periods for any new starters from the 1st July 2026.
The qualifying period for unfair dismissal is going to be the shortest period it has ever been from the 1st January 2027 and this means employers need to prepare and manage probation periods and the first few months of a new employees employment carefully and proactively.
Managers need to be educated on this now!
In this episode of the podcast I cover:
What probation periods are
Why probation periods matter
What is changing from the 1st July 2026
Why you need a good robust induction and onboarding process
The importance of setting clear goals and targets for new starters in order to measure their performance and progress as soon as possible
How getting it right does not have to be hard but does take time and planning
Why having good forms and workflows for the process will aid managers to get the probation period right
 
Key takeaways:
Employers need to ensure managers are trained and aware of the importance of the induction process and probation period.
You need to have good forms and workflows for managers to follow.
Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.
 
Still not sure about the Employment Rights Act and what you need to do?
Why not attend our Free Webinar for Employers on Monday 18th May at 10:30am
Register to attend here: https://tinyurl.com/bddck4ut  
 
Training for your Team
Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email alison@realemploymentlawadvice.co.uk
 
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour
Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
 
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
 
Zoes Law
Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
 
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Top Tips for Managers
In this episode 263 of the podcast I bring you my top tips for managing sickness absence.
In light of the recent change to statutory sick pay and the requirement to pay employees from day 1 of their absence these practical tips for really managing sickness absence with employees are going to be even more critical.
Managing employees who are absent can be difficult and in this episode I breakdown into some easy steps to follow.
In this episode of the podcast I cover:
The critical point is to manage sickness absence!
What the barriers are to effective management of absence.
The importance of a clear reporting process.
How and why you should maintain contact during absence.
The exception when you should not make contact.
The importance of self-certification forms.
Return to work meetings and the format.
What to do about frequent absence.
Why it is important to get to the root cause of the absence.
How effective management of absence will help you get to the root cause quicker!
 
Key takeaways:
Employers need to ensure managers are empowered and trained to deal with sickness absence issues at the earliest stage.
It is also important to create a culture where employees are happy to come to work and only take sickness absence when genuinely sick.
Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.
 
Training for your Team
Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email alison@realemploymentlawadvice.co.uk
 
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour
Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
 
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
 
Zoes Law
Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
 
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Legal requirements, best practice & changes needed
In this episode 262 of the employment law and HR podcast, I bring you a rundown and reminder about employment contract terms and section 1 statements and the importance of getting it right.
In this episode we cover:
The difference between a contract and a section 1 statement.
Why it is important for both employer and employee to issue a written statement of terms.
The types of clauses in a contract, including terms implied by law.
The minimum legal requirements to be set out in writing for employees as set out in Section 1 of the Employment Rights Act 1996.
Changes to the law that took place in 2020 which many employers have failed to action.
The legal requirement to issue a statement of terms from day 1 of employment.
Best practice clauses to include.
My recommendations about terms and why.
Common problems we see with employment contracts.
Changes and additions needed to employment terms as a result of the Employment Rights Act 2025
Key takeaway:
Employers need to take the time to review their employment contracts or section 1 statements to ensure they are compliant with the law as it stands and as it will be as the Employment Rights Act 2025 starts to be implemented.
Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.
Training for your Team
Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email alison@realemploymentlawadvice.co.uk
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour
Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
 
 
Zoes Law
Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw