The AP Partnership

05/03/2025

The ability to truly switch off from work is more challenging than ever.

But with growing conversations around a Right to Disconnect law, businesses may soon be required to respect employees’ personal time.

If introduced, this law could mean:

✔️ Employers must set clear policies on after-hours communication
✔️ Employees cannot be expected to respond to messages outside of working hours
✔️ Businesses may face fines or legal action for failing to uphold the right to disconnect

Listen to our podcast episode here:

https://open.spotify.com/episode/2T8LY8ise5SZBZskZaQJ5A

26/02/2025

Should employees have a legal right to disconnect from work outside their contractual hours?

A Right to Disconnect law could prevent employers from expecting after-hours emails or calls, but will it truly solve the issue of burnout?

⚠️ If workloads remain excessive, employees may feel obligated to work late, even if legally allowed to disconnect.

⚠️ If deadlines are unrealistic, stress will persist beyond working hours.

⚠️ If leadership does not model healthy boundaries, an “always-on” culture will remain.

A legal framework can establish clear guidelines, but meaningful change requires strong leadership, realistic expectations, and a genuine commitment to work-life balance.

Listen to our podcast episode here:

https://open.spotify.com/episode/2T8LY8ise5SZBZskZaQJ5A

19/02/2025

Did you know that victimisation is a legally recognised form of discrimination under the Equality Act 2010?

A recent tribunal case, Carozzi v University of Hertfordshire, reinforced this by ruling that refusing to share meeting notes because they could support a discrimination claim may constitute victimisation.

The key takeaway?

Employers need to be careful how they respond to discrimination complaints.

Even neutral policies can cross the line if they disproportionately impact those making a complaint.

Read more here:

A landmark case clarifying harassment and victimisation under the Equality Act 2010. Learn how these rulings impact workplace discrimination claims.

13/02/2025

The Health and Safety Executive’s latest report highlights the ongoing need for businesses to prioritise workplace health and safety.

Key findings from 2023/24:
🔹 1.7 million workers affected by work-related illness
🔹 33.7 million working days lost
🔹 138 workplace fatalities

The numbers reinforce the importance of preventative measures, from supporting mental health to improving workplace ergonomics and ensuring proper safety training.

A well-managed approach to workplace health and safety benefits both employees and businesses by reducing risks, increasing productivity, and fostering a positive work environment.

Read more here:

The HSE's 2023/24 workplace health and safety report, highlighting key findings on work-related illnesses, injuries, and their economic impact. Learn practical steps for employers to improve workplace safety and well-being.

21/01/2025

🌨️ Winter weather is unpredictable, but workplace safety doesn’t have to be.

Here are some tips to protect your team during the colder months:
❄️ Light the Way: With shorter days, bright lighting can prevent slips and trips.

🌧️ Rainproof Entryways: Non-slip mats and canopies make entrances safer for everyone.

🧂 Be Ready for Ice: Grit pathways early and often to stay ahead of freezing conditions.

Read the full article here:

As winter approaches, employers need to address seasonal risks like slips, trips, and falls. Discover key strategies for ensuring workplace safety during the colder months, from improved lighting to ice management and clear weather policies.

16/01/2025

Supporting employees on long-term sick leave isn’t just about policies, it’s about people.

Whether it’s maintaining compassionate contact or planning a thoughtful return-to-work strategy, the key is balance:

💬 Stay Connected: Regular, agreed-upon communication shows care without overstepping.

🔄 Be Flexible: Reasonable adjustments like modified duties or flexible hours make returning easier.

🏢 Create a Supportive Culture: Encourage the team to stay in touch, reminding the employees they’re valued.

Every recovery is unique.

Read the full article here:

Managing long-term sick leave with empathy and structure is crucial for a supportive workplace. Discover strategies for effective communication, medical assessments, return-to-work adjustments, and legal considerations to help employees feel valued during extended absence.

08/01/2025

🛠️ Harassment at work can take many forms, even the unexpected.

In the Finn v British B**g Manufacturing Company case, the tribunal found that calling a male employee "bald" during a dispute amounted to sex-related harassment.

The reason: Baldness is more common among men, and targeting it in this way violated the employee’s dignity.

What employers can learn:

📜 Clear harassment policies are essential.
🛑 Banter has limits, focus on creating respectful environments.
⚡ Swift action on complaints is critical to avoid legal trouble.
Whether it’s about appearance, gender, or other traits, the key is awareness and accountability.

Read the full article here:

The case of Finn v British B**g Manufacturing Company sets a new precedent for sex-related harassment claims based on physical appearance, such as baldness. Learn key takeaways for employers on handling workplace harassment effectively.

02/12/2024

What Should Employment Contracts Include About Remote Working? 🔍

As remote work becomes increasingly common, it's vital for employers to ensure that their employment contracts clearly address remote working arrangements.

Here are key considerations:

Clarity on Work Location: Contracts should specify whether the role is remote, in-office, or hybrid. This clarity helps prevent misunderstandings about expectations.

Temporary vs. Permanent Arrangements: If employees were allowed to work from home during the pandemic, contracts should state whether this is a temporary measure or a permanent change.

Employers should document any transitions clearly.

Consultation for Changes: If an employer wants to shift employees back to the office, they must consult with their staff and negotiate any necessary contract variations. This process involves open dialogue to understand employee concerns and find a mutually agreeable solution.

Reasonable Justifications: Employers need to provide valid reasons for requiring a return to the office, such as collaboration needs or changes in job requirements.

Flexibility and Compromise: It's important to be flexible. Employers should be prepared to discuss alternatives or compromises to meet both business needs and employee preferences.

Legal Considerations: Any changes to the contract must be documented and agreed upon by both parties to avoid disputes.

Listen to the full podcast episode here: https://open.spotify.com/episode/3xa312HEd6WRmlAv1RoRrS

The AP Partnership Podcast · Episode

25/11/2024

🚨 Update on Workers’ Rights in the UK 🚨

The UK government's plan for the Workers (Predictable Terms and Conditions) Act 2023, aimed at granting workers the right to request more predictable working hours, has been withdrawn.
Originally set to take effect in autumn 2023, the Act has been shelved despite receiving Royal Assent.

A government spokesperson announced plans for new rights that ensure workers have contracts reflecting their actual hours as part of a broader effort to modernise workplace rights.

Why Was the Act Scrapped?

The decision seems aimed at avoiding duplication in legal mechanisms and creating a streamlined approach to workers' rights. Critics deemed the Act “toothless,” arguing it wouldn’t significantly improve conditions for precarious workers.

What’s Next?

The forthcoming Employment Rights Bill is expected to focus on aligning workers' contracts with actual hours, enhancing protections for those in insecure employment.

Impact on Employers

The withdrawal provides temporary relief from managing requests for predictable hours. However, comprehensive reforms, including potential bans on zero-hours contracts, are expected. Employers will need to adapt to tighter regulations and balance flexibility with fair working conditions.

Read full article:

The UK government has scrapped the Workers (Predictable Terms and Conditions) Act 2023, which aimed to grant workers the right to request predictable hours.

18/11/2024

Tragic Accident at Heathrow Highlights Importance of Workplace Safety

Dnata Limited, an aviation handling company, was recently fined £160,000 following the heartbreaking death of an employee at Heathrow Airport.

In February 2022, the worker was fatally injured while unloading baggage containers from an Emirates Airbus A380.

During the process, he was struck by a scissor lift platform while trying to secure a faulty trailer.

An investigation by the Health and Safety Executive (HSE) uncovered several serious safety gaps:
Poor visibility for lift operators
Lack of sensors to prevent accidents
No required communication systems to ensure safety
A broken trailer part reported two weeks prior but left unrepaired
Despite recognising the risks, Dnata’s safety protocols were found to be inadequate.

This tragic incident serves as a sobering reminder that safety isn’t just a requirement, it’s a responsibility.

Key Reminders for Employers:

Install safety features, like sensors, to protect workers on heavy equipment.

Promptly repair or replace faulty equipment.

Ensure clear communication systems in high-risk areas.

Provide ongoing training to raise awareness of workplace hazards.

Read full article here:

Dnata Limited has been fined £160,000 after the tragic death of a worker at London Heathrow Airport.