Building on Training Success: Supporting Businesses Throughout 2026
Following a record-breaking year for training delivery in 2025, Quensh has continued to build on that success throughout 2026, helping organisations across the UK develop safer, more competent, and more confident workforces.
With demand for high-quality health and safety training remaining consistently strong, Quensh’s accredited and specialist courses continue to equip managers, supervisors, and frontline teams with the practical knowledge and skills they need to improve workplace safety, strengthen compliance, and build positive health and safety cultures.
EAT Reminder on Part-Time Worker Protections and Worker Status
EAT Reminder on Part-Time Worker Protections and Worker Status
A recent Employment Appeal Tribunal (EAT) decision is a useful reminder that part-time worker protections can apply more broadly than employers may expect, particularly where individuals work under non-traditional or flexible arrangements.
Protected Conversations: A Reminder That “Off the Record” Does Not Always Mean Protected
The recent Employment Appeal Tribunal (EAT) decision in Tarbuc v Martello Piling Ltd provides an important reminder for employers that simply labelling a meeting as a “section 111A protected conversation” does not automatically make it off the record.
Section 111A of the Employment Rights Act 1996 allows employers and employees to have confidential pre-termination discussions, usually regarding the possibility of ending employment under a settlement agreement. However, that protection is limited and can be lost in certain circumstances.
Quensh Team Completes Kiltwalk Mighty Stride in Support of Friends of ANCHOR
On 7th June, the Quensh team proudly took part in this year’s Kiltwalk, completing the 18-mile Mighty Stride in support of Friends of ANCHOR, a charity dedicated to helping people across the North of Scotland affected by cancer and blood disorders.
Getting Probation Right – Why It Matters More Than Ever
Following the passing of the Employment Rights Act in December 2025, it sees significant changes to employment rights, with one of the most significant changes being to the qualifying period for unfair dismissal claims from two years down to six months. This therefore means that the way organisations manage probation periods is becoming increasing critical, with the shift significantly shortening the window in which employers can assess suitability with reduced legal risk, placing greater emphasis on structured and proactive performance management from day one.
Managing a Complex Employee Transfer for an Energy Service Company
A long-established employer was preparing to transfer 60 employees to a new service provider under TUPE. The workforce spanned multiple operational teams, with a mix of contractual terms and long-serving employees who had understandable concerns around job security and changes to their terms and conditions.
The Quensh Advisory Partnership: Scaleable HR Expertise When You Need It
As your business grows, so does the need for professional HR support. But one of the most common questions organisations face is whether to hire a resource directly or explore a more flexible solution. Understanding the difference can help you make a smarter, more cost-effective decision for your business.
The Quensh Advisory Partnership offers the expertise of a full HR team, without the commitment of employing someone in-house. Instead of relying on a single individual, you gain access to a range of specialists with experience across multiple industries and HR disciplines. This means your business benefits from broader knowledge, deeper expertise, and more comprehensive support.
Managing Complex Workplace Bullying Investigation for Corporate Business
An organisation received a formal bullying complaint under its Anti-Bullying and Harassment Procedure, raised by an employee against their line manager. The complaint included five allegations relating to inappropriate communication, exclusion from meetings, and derogatory comments about the employee’s performance and contribution.
Supporting HR Professionals – Trade Union Recognition & TUPE with the Quensh Advisory Partnership for Multi-Site Service Provider
The organisation was entering a period of operational transition involving a formal
trade union recognition request alongside a TUPE transfer of employees into the
business
Redundancy Advisory Support with the Quensh Advisory Partnership for Professional Services Organisation
Following a commercial restructure, several roles were placed at risk of
redundancy. Line managers had limited experience of managing formal
redundancy processes and required guidance to ensure legal compliance, fair and
objective selection, meaningful consultation, and confident handling of sensitive
conversations in line with principles set out by the Advisory, Conciliation and
Arbitration Service (ACAS).