AM Employment Law Ltd

23/10/2026

✨Next week Adelle is giving an online talk to Moray Business Women members on the recent and up and coming changes in Employment Law.

Please see the link below to resister if you are currently a member and would like to attend.

Wednesday Works is back next week with Adelle Morris from AM Employment Law Ltd giving a talk on all the changes employment law so if you are a business that has employees or if you are an employed member this will be great for you to learn all the do's and dont's.

This a FREE event on ZOOM get the link via a ticket at - www.mbwc.org.uk/events

22/10/2026

Attached is our employment law fact sheet detailing out some key employment law changes happening in October 2026.

- Time limits for raising Employment Tribunal claims has doubled
- Employers must take all reasonable steps to prevent sexual harassment
- Employers have a new duty to take all reasonable steps to prevent third party harassment
- Significant Trade Union reforms

Make sure your business is prepared for these changes by assessing risks, ensuring policies are in place and updated, and providing staff training where needed.

As always, we are here to help local businesses through these changes if you require some advice and support.

15/09/2026

Adelle is hosting a webinar tomorrow, Wednesday 16th September at 11am for all Moray Chamber of Commerce members.

There is still time to sign up and find out how to prepare your business for major changes to employment law.

Still time to book your place 📣

Employment law is changing - but what will these changes actually mean for your business?

Join Moray Chamber member Adelle Morris next week for a practical webinar exploring the latest employment law changes and what they could mean for your business:

-Changes to unfair dismissal rules
-New rules around zero hours and irregular hours contracts
-Upcoming workplace rights and what they mean for employers
-Practical steps to review your contracts, policies and management practices

Get practical, commercially focused guidance to help your business prepare.

🎟️ Spaces are still available - book your place on the Moray Chamber website today.

24/08/2026

✨Charity Fundraiser for Step By Step and Cash for Kids✨

Edrington have selected our lovely neighbours Step By Step to be one of the benefactors of funds raised in their EPIC 7 Scotland charity cycle.

Step By Step are an amazing charity based in Elgin who help support families in our local area who feel vulnerable and isolated.

The funds raised will be triple matched meaning every £1 donated is £4 raised. All proceeds will then be given to Step By Step and Cash for kids.

If you would like to make a donation this can be done via the following website: https://www.justgiving.com/campaign/epic-7-scotland?msockid=318a25bdfc3867971d3f31e0fd41660b

31/07/2026

Women in Business: The Real Conversations.

Where: Greenbrae Steading
When: 20th August 6pm

Adelle is delighted to have been invited to be a panellist at this Moray Business Women Event sharing the realities of business.

Tickets can be purchased for members and non-members at: https://tinyurl.com/4bysty4y

She looks forward to seeing you there.

Meet our Speakers for our next event - Women in Business: The Real Conversations.

Where - Greenbrae Steading
When - 6pm
Date - 20th August 2026

This is going to be a great night hosted by our President Claire Houston of CLH Physio & Sports Therapy

She will be asking some in depth questions of our Panelists

Dawn Mackenzie of Safehands Health & Safety Consultants Ltd
Sarah Holmes of Pencil Me In, and Seasgair Store
Joan Johnston of
Adelle Morris of AM Employment Law@amemedj

Tickets are Limited for this event and selling fast so get your tickets now - www.mbwc.org.uk/events

13/07/2026

📜DATA (USE AND ACCESS) ACT 2025📜
Effective date: 19 June 2026

A new statutory right for employees and other individuals to raise data protection complaints directly with their employer, came into force last month.

Previously, many data protection disputes went straight to the Information Commissioner’s Office. This right makes it easier for employees to raise a data protection complaint directly with their employer.

Employers must demonstrate that they have effective systems for receiving, investigating and resolving concerns internally. The ICO have provided further guidance on this new obligation: https://ico.org.uk/for-organisations/how-to-deal-with-data-protection-complaints/?mc_cid=32b85b5528&mc_eid=25a966bfc5

Failure to comply could amount to a breach of data protection law.

14/05/2026

SUPPORTING MENTAL HEALTH AS AN EMPLOYER

Supporting employee mental health isn’t just the right thing to do, it is also about managing legal risks.

When concerns are ignored or handled incorrectly this can lead to:
• Discrimination
• Grievances
• Unfair or constructive dismissal claims
• Reputational damage

Employers should feel confident in:
• Having open and appropriate conversations
• Following clear internal processes
• Making informed and fair decisions
• Knowing when to seek legal advice

Employers have a duty of care to their employees including their welfare, this means employers should:
• Assess workplace stress such as workload, bullying, lack of support
• Take steps to reduce those risks
• Check in with employees and take on board their feedback
• Provide a safe working environment
• Keep employee health information confidential

Getting it right means taking reasonable and informed steps to support your workforce.

If you are unsure whether your processes or policies are fit for purpose, a review of these could save significant time and cost later.

13/05/2026

REASONABLE ADJUSTMENTS: WHAT DOES THAT MEAN?

In reality reasonable adjustments are often small practical changes that can make a big difference to an employee’s working day.

For employees experiencing mental health challenges, adjustments may include:
• Adjusted workloads or deadlines
• Adjusted working hours
• Hybrid or remote working
• Time off for appointments
• Support

What is ‘reasonable’ depends on:
• The size and resources of the business
• The practicality of the adjustment
• The impact on the role and other staff

For employers this is not just good practice, it can be a legal obligation as failing to make reasonable adjustments can amount to discrimination.

If handled properly reasonable adjustments can:
• Improve productivity
• Reduce absence
• Create a healthier workplace
• Increase communication

If you are unsure what counts as ‘reasonable’ or how to implement adjustments fairly, getting the right advice early can prevent bigger issues early on.

12/05/2026

MENTAL HEALTH AT WORK: KNOW YOUR RIGHTS

If your mental health condition has a substantial and long-term adverse effect on your normal day-to-day activities, it may be considered a disability under the Equality Act 2010. This means your employer may have a legal duty to:
✅Make reasonable adjustments
✅Avoid discrimination e.g treating someone with a mental health condition less favourably
✅Provide a supportive working environment

You should not feel uncomfortable at work asking for support.

If you are unsure about your rights or how to approach the conversation with your employer, it may help to obtain clear confidential advice.

11/05/2026

✨Celebrating 20 Years of Moray Business Women✨

Adelle and Kerrie had a great time on Friday night celebrating 20 years of Moray Business Women.

The casino games were the highlight of the night, even if we didn’t win enough chips to snap up the bottle of ch*****ne!!

Although we were celebrating, the event was also to raise vital funds for Moray Fresh Start.

A huge thank you to the Moray Business Women committee for arranging such a good evening.