Employment compliance should remain a concern for UK businesses, particularly following guidance updates from ACAS and the Health and Safety Executive.
While no single reform dominates headlines, the cumulative effect of incremental regulatory change is increasing risk for employers who fail to stay current.
One area under scrutiny is flexible working. Updated ACAS guidance has reinforced employer obligations to deal with flexible working requests reasonably and within statutory timeframes. For SMEs without formal HR processes, poor handling of requests can quickly escalate into grievances or tribunal claims.
Health and safety compliance has also sharpened. The HSE has renewed its focus on risk assessments, especially in relation to stress, hybrid working and lone workers. Businesses that expanded remote or flexible models during recent years are now expected to demonstrate that risks are being actively reviewed, not simply acknowledged.
Another issue affecting many employers is holiday pay calculation. Recent tribunal outcomes, referenced in professional briefings this January, highlight continued complexity around overtime, commission and irregular hours. Errors can accumulate over time, creating unexpected liabilities during audits or disputes.
February is therefore an ideal time for businesses to conduct an employment compliance check. This does not require a full HR overhaul, but it does mean reviewing contracts, policies, working arrangements and documentation to ensure they align with current guidance.
Accountants increasingly play a role here by helping clients understand the financial exposure of non-compliance, including legal costs, management time and reputational damage.
Following these employment Law updates, you should consider arranging an employer compliance review for your business