HR Heartbeat: flexible working, the C-word and October laws

Flexible working in the news

The government has announced plans to strengthen protections for employees who work remotely. And more workers are looking into their rights, especially with increasing return-to-work mandates. My advice to employers is to familiarise yourself with flexible working now.

Yes, you should have a written policy, treat all employee requests fairly and respond to requests to strict timelines. But you should also be able to discuss flexible working openly and transparently. And most importantly, be receptive to your workers. You might have an employee who’s asking for flexible start and finish times to avoid a draining commute. Or someone who’s looking for a job share for work-life balance. Or someone who has caring responsibilities asking for a shorter week. They’ve taken the time to be open with you, so treat their request with care and respect.

Whatever the reason for a flexible working request, don’t forget word travels fast in a business. If an employee feels you’ve not taken them seriously, there’s not just the risk of a discrimination claim. Incorrectly handled requests could lead to a loss of morale and trust across your whole business.

Too early for the C-word?

There’s less than 100 days until Christmas. Some of you might be arranging staff parties, fielding annual leave requests, or getting questions about office shutdowns.

For employers in the hospitality industry, things are hotting up. There are two major reforms between now and Christmas that will especially affect their businesses. From 30th October, all employers will face stricter duties to prevent third party harassment. So, if one of your employees is harassed by a customer who’s had one too many at their Christmas party, you need to show you’ve taken all reasonable steps to prevent that happening.

The second change under the Employment Rights Act 2025 is to tipping rules. Changes coming in by the end of the year mean that employers must involve workers in developing and implementing tipping policies. You’ll need to consult with your workers before making any changes, and revisit your policy with them every three years. If you’re unsure what needs to go into a tipping policy, you can get a template from BrightBase, our library of 400+ key HR documents and policies.

Employment law changes you need to make in October

Changes under the Employment Rights Act 2025 are set to cost UK businesses £1 billion per year. 2026 has seen reforms to sick pay, parental leave and pay enforcement. Key changes happening in October 2026 include increased employment tribunal time limits and trade union reforms including mandatory documentation and increased access.

Download the October edition of the BrightHR Small Business Survival Guide and prepare for employment law changes before they happen.

And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!