Solicitor-drafted legal templates and contracts for small businesses in England and Wales. Browse our template collections at https://nitter.gq/t.co/irUlpET5gU
London, UK
Joined July 2010
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Are you using the right forms to manage employee sickness absence?
Simply-Docs provides a range of templates to help employers ensure correct communication when dealing with sickness and absence, including SSP1 and SSP2 forms, sickness policies, self-certification and more.
Explore the Sickness and Absence template collection here: simply-docs.co.uk/Employment…
#ssp1form #sspuk #statutorysickpay #ssc2
Workplace harassment laws have changed as of today.
From 30 October 2026, employers must take “all reasonable steps” to prevent sexual harassment and may be liable for third-party harassment.
Are your harassment policies and procedures up to date?
Simply-Docs has a range of policy and guidance templates to help employers review their approach and take practical steps towards meeting their legal obligations.
Download the templates: simply-docs.co.uk/Staff-Hand…
#harassmentintheworkplace #bullyingandharassmentintheworkplace
New trade union access rights are in force from today (30 October 2026).
But what does this mean for employers? 🧵⬇️
If the employer does not respond in time, the union may apply to the Central Arbitration Committee (CAC); if negotiations end without agreement, either the union or the employer may apply.
The CAC then decides whether access is to be given and, if so, on what terms. ⬇️
📄 Simply-Docs has released 3 new templates to help employers prepare for these changes:
✅ Right of Access by Trade Unions Policy
✅ Trade Union Access Preparation Checklist
✅ Trade Union Access Request Response Checklist
Learn more here - simply-docs.co.uk/Employee-I…
Employment tribunal time limits have DOUBLED.
Since 1 October 2026, most claims have a six-month time limit (minus one day).
Are your disciplinary and dismissal procedures up to date?
Explore Simply-Docs' templates: zurl.co/aSFRS
#employmentrights
ALT Employment tribunal time limits have DOUBLED. On 1 October 2026, the time limit within which an employee may make a claim to an employment tribunal increased from 3 months to 6 months. Is your paperwork tribunal-proof?
From 30 October 2026, employers can be held liable for third-party harassment if they fail to take “all reasonable steps” to prevent it.
But what is the definition of third-party harassment, and what should employees do to protect their staff? ⬇️
Simply-Docs has released a Prevention of Third-Party Harassment Policy template to help businesses establish clear procedures for preventing and reporting third-party harassment and communicating their commitment to protecting employees from harassment. ⬇️
Download the Prevention of Third-Party Harassment Policy template, available as part of the Simply-Docs Employment Pack: simply-docs.co.uk/Harassment…
#employmentrightsact #thirdpartyharassment #workplaceharassment #employmentlaw
From 30 October 2026, employers have a greater responsibility to prevent sexual harassment in the workplace. The standard has been raised from “reasonable steps” to “all reasonable steps”. ⬇️
Simply-Docs’ Sexual Harassment Prevention Checklist helps employers review their current approach and identify any gaps across areas including risk assessment, reporting, investigations, third-party interactions and more. ⬇️
Access the checklist as part of the Employment Pack: simply-docs.co.uk/Harassment…
#employmentlawuk #employmentrightsact #workplacesexualharassment
