Related content
(4)(2)(1)(2)(1)(1)(1).png)
In this blog, we consider how the new protections and obligations for employers under the ERA will impact schools/trusts using fixed-term contracts, zero-hours arrangements and casual worker agreements, and how to prepare for the forthcoming changes.
.png)
Rising workloads, increased responsibilities, and a lack of support all contribute to declining retention and the strengthening of MAT culture. Read our latest blog to learn how you can start closing the gap.
(4)(2)(1)(2).png)
The ERA is introducing increased worker protections and in this article we will focus on the forthcoming changes to unfair dismissal and how to prepare. From January 2027, the qualifying period for ordinary unfair dismissal claims will reduce from two years to six months. At the same time the cap on the unfair dismissal compensatory award will be abolished.
Because conflict in schools rarely begins with one big dramatic moment, and is far more likely to grow slowly through strained conversations, crossed wires, unspoken frustration and small disagreements that never quite get repaired, it can be surprisingly easy for a situation to become serious before anyone fully realises quite how far it’s gone.
.png)
People sit at the heart of every education setting. In this blog, we explore the People and Payroll Hierarchy of Needs and why getting the basics right is essential for building a thriving, supported workforce.
(4)(2)(1).png)
The ERA has introduced increased worker protections, and in this article, we will focus on the new protections for sexual harassment. From 6 April 2026, sexual harassment disclosures will be protected under whistleblowing law, and by October 2026, employers must take all reasonable steps to prevent harassment, including liability for third-party actions.
Whats New | HR