Castle Associates

Big changes to unfair dismissal law are coming (2027)

From 1 January 2027, the qualifying period for unfair dismissal claims will drop from 2 years to just 6 months under the Employment Rights Act 2025.
What’s changing?
• More employees will gain protection much sooner
• Right to written reasons for dismissal after 6 months (not 2 years)
• Cap on compensation for unfair dismissal will be removed
• Stronger protection around spent convictions (day one right)
What stays the same?
• Day one rights (e.g. discrimination, whistleblowing) remain unchanged
Why it matters
Employees: Earlier protection + more job security
Employers: Greater risk of claims + need for fair, well-documented processes
Important: The current 2-year rule still applies until 2027
Now is the time for both employers and employees to prepare.

https://castleassociates.org.uk/blog/two-years-service-unfair-dismissal-law-change

Big changes to Statutory Sick Pay are coming on 6 April.
The new rules under the Employment Rights Act 2025 are the biggest reform of sick pay in decades and will affect millions of workers across the UK.
Key changes include:
• SSP from day one of sickness instead of the fourth day
• Removal of the £125 weekly earnings threshold, meaning more workers qualify
• SSP calculated as 80% of average earnings or the flat rate (£118.75) – whichever is lower
• Oversight by the new Fair Work Agency
Who benefits most?
Part-time workers, zero-hours staff, seasonal workers and lower-income employees who previously didn’t qualify.
What this means for employees:
• You’ll get sick pay sooner
• More people are covered
• Pay may be closer to normal earnings
• Less pressure to work while ill
For employers:
Policies, payroll systems and absence management processes will need updating before April.
Overall, the reforms aim to make sick pay fairer, more accessible and better suited to modern working patterns.


https://castleassociates.org.uk/blog/what-is-the-new-sick-pay-law

Callum once described it as “the worst year of his life.”
After battling severe anxiety, bereavements, a marriage breakdown and losing his home, he was dismissed from his job of five years. He felt defeated and didn’t even believe an appeal would change anything.
With support from our trade union representative, his case revealed serious failures in the employer’s duty of care, including a lack of reasonable adjustments for his long-term mental health condition.
The dismissal was challenged as unfair and discriminatory.
The result? A negotiated settlement that gave Callum the fresh start he needed.
He’s now using that payment to start the business he and his wife had dreamed about for years.
When you feel like you’ll never get good news again you might just be wrong.

https://castleassociates.org.uk/case-studies/successfully-challenging-disciplinary-action-taken-because-of-poor-mental-health

Drew, an admin worker with 8 years’ service, was suspended after being accused of assaulting a colleague following an argument. CCTV showed him walking after the colleague but the alleged incident happened off camera, with no witnesses or physical evidence.
Facing gross misconduct and possible dismissal, Drew sought support and was represented at his disciplinary hearing. The case against him relied largely on one person’s account amid a history of workplace tension.
His representative challenged the lack of solid evidence.
Outcome: The allegations were dismissed and Drew kept his job.

Do you really need a solicitor for an employment tribunal? 🤔

Legal fees can be high, but nearly 1 in 3 people represent themselves, and many succeed. If your case is simple, you may not need a lawyer. But for complex claims like discrimination or unfair dismissal, expert help can make a real difference.

To read our latest blog:
https://castleassociates.org.uk/blog/do-i-need-a-solicitor-for-an-employment-tribunal

tribunal

Do I need a solicitor for an employment tribunal? Do I need a solicitor for an employment tribunal? If you’re heading for an employment tribunal, the chances are that no one else will know your case as well a...

AI is changing disciplinary cases, but should it be trusted? ⚖️🤖

While AI can help analyse evidence and save time, it can also make mistakes, miss context, and even invent legal cases. When your job is on the line, human judgment still matters most.

Find out the pros, cons, and why expert representation remains essential. 👇

To read our blog, please click on the link below:
https://castleassociates.org.uk/disciplinary/what-you-need-to-know-about-the-use-of-ai-in-disciplinary-cases

What is a Trade Union Representative?
A trade union representative (or Rep) supports employees with work-related issues on behalf of a trade union.
Reps are often the first-person workers turn to when something feels wrong at work, whether that’s unfair treatment, pay concerns, health and safety issues, or disciplinary action.
Why do Reps matter?
Because they help make workplaces fairer and safer. Reps can:
• Offer advice and listen to concerns
• Support employees in disputes or formal meetings
• Help negotiate pay, hours and working conditions
• Promote equality and safer workplaces
What can Reps do?
By law, employees have the right to be accompanied by a Rep in disciplinary or grievance hearings. Reps can also negotiate with employers, raise health and safety concerns, and help improve workplace policies.

Who can be a Rep

There’s no formal qualification, just training, commitment and a genuine desire to help others. Good Reps are good listeners, calm under pressure, fair and confident communicators.
Common myths
• Reps aren’t troublemakers, they help resolve issues
• Using a Rep won’t get you dismissed, it helps protect your rights
In short: Trade union reps are the backbone of workplace support, standing up for fairness, safety and better working conditions for all.

https://castleassociates.org.uk/blog/what-is-a-trade-union-representative

Fast-food worker Theo faced disciplinary action after a customer walked into him while distracted on his phone, causing drinks to spill. Despite Theo apologising, the customer became abusive and later claimed Theo had been aggressive.

Theo was suspended and accused of gross misconduct even though CCTV was never reviewed and there was no independent evidence. With support from our trade union representative, Theo challenged the flawed investigation, highlighting his nine years of exemplary service and the lack of proof.

The outcome? Theo was cleared, his suspension lifted, and he returned to work.

Lesson: Accidents happen and employers must investigate complaints fairly, not automatically side with the customer.

Redundancy: What You Need to Know

With growing job uncertainty across many sectors, redundancy is a reality more workers may face this year. While it’s incredibly stressful for employees, employers must also get the process right to avoid unfair dismissal claims.

A fair redundancy process should follow five key stages:

1. A genuine business reason for redundancy
2. A clear and transparent plan
3. Meaningful consultation with employees
4. Fair selection and consideration of alternatives
5. A clear outcome, confirmed in writing

When redundancy is handled fairly and openly, it can reduce stress, confusion and conflict for everyone involved.

The essential guide to the five stages of redundancy We wish we could start the New Year with a happier topic - but many workers, in many different sectors, will face the threat and real fear of redundancy in the ...

Is it worth raising a grievance at work? 🤔

Workplace complaints happen, but when issues become serious, a formal grievance can matter.

🔹 A grievance is worth raising when an issue is serious, ongoing or damaging to your wellbeing, dignity or ability to do your job
🔹 Always try to resolve problems informally first, if possible
🔹 Employers must listen, investigate and protect you from retaliation
🔹 A grievance creates a formal record, promotes accountability and can lead to real change
🔹 It should be a last resort, but can be vital when no other option works

⚖️ While the process can be stressful and outcomes aren’t guaranteed, raising a grievance remains one of the strongest ways to protect your workplace rights.

👉 If something at work is affecting you and can’t be resolved any other way, it may be worth it.

Read our latest Blog: https://castleassociates.org.uk/blog/is-it-worth-raising-a-grievance-at-work

If you need advice or support, please call us on 0800 772 0341

🚨 What can you be disciplined for at work?

From misunderstandings to serious allegations, finding yourself facing disciplinary action can be shocking and stressful. Our latest blog breaks down what employers can discipline you for, what the process should look like, and how to protect yourself at work.

✨ Know your rights
✨ Understand common pitfalls

Stay informed. Stay confident. 💬
Read the full blog now!

What can I be disciplined for at work? Sometimes you know when you have done something wrong. Other times, it can come as a complete shock to be told you have - and it is an uncomfortable position t...