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.
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.
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.