Have you heard about our SSG Assessed scheme?

The bottom banner floats at the bottom of the page over the top of other contnet until dismissed

The top banner pushes the navbar down and sits at the top of the page until dismissed

This course will provide delegates with a foundation of environmental and sustainability knowledge to build on.

This course covers the basics in health and safety management whilst giving management the tools to introduce new workplace controls, implement sensible changes and reduce workplace risks.

The NEBOSH National General Certificate is the most widely held health and safety qualification of its kind in the UK.

This course improves knowledge and practical understanding of hazards, risks and controls of working at height.

As we move through the second half of 2025, UK employers have been, and continue to, navigate a busy year of HR and safety compliance. From new employee rights to major regulatory reforms, the pace of change is accelerating, and the cost of falling behind is significant.Here we summarise three key changes from the year so far and highlight two important upcoming developments. These changes illustrate the breadth of compliance responsibilities facing employers and the importance of proactively reviewing policies, training, and risk assessments. For organisations needing guidance, SSG’s Consultancy and ADVISOR services provide tailored advice and support – <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/advisor">find out more here</a>.<h3 id="c5ee7a70-d228-495d-9e08-ef112e429e80" data-toc-id="c5ee7a70-d228-495d-9e08-ef112e429e80" style="text-align: justify">Neonatal care leave and pay – a landmark for working parents</h3>Since 6 April 2025, employees whose babies require neonatal care within the first 28 days of birth and have a continuous stay in hospital of seven days or longer, are now entitled to up to <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/neonatal-care-pay-leave">12 weeks of statutory Neonatal Care Leave</a>. This is a landmark policy, offering crucial support for parents during some of the most stressful weeks of their lives. For employers, HR systems, payroll software and line manager guidance must already reflect these entitlements. Failure to pay correctly risks not only tribunal claims but reputational damage. This policy builds on a wider legislative drive seen in recent years - from <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/parents-to-receive-day-one-right-to-neonatal-care-leave-and-pay">Shared Parental Leave</a> to enhanced <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/millions-to-benefit-from-new-flexible-working-measures">flexible working rights</a>.<h3 id="667baf28-4b1d-4189-95e0-4d7f32bde2a6" data-toc-id="667baf28-4b1d-4189-95e0-4d7f32bde2a6">National minimum and living wage - keeping pay policies up to date</h3>In April 2025, new statutory pay rates came into effect. <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/national-minimum-wage-rates">The National Living Wage (NLW)</a> was uplifted once again, alongside adjustments to Statutory Sick Pay (SSP), which now stands at £118.75 per week.For payroll teams, these updates interact directly with neonatal leave entitlements, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/employment-rights-bill-update">Employment Rights Bill</a>, and other statutory rights. Errors can quickly snowball, creating unlawful deduction claims and reputational risks. In 2024, <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/over-500-companies-named-for-not-paying-minimum-wage">HMRC named and shamed over 500 employers</a> for failing to pay the minimum wage, with arrears totaling nearly £16 million.<h3 id="a7807e17-9bf0-4a96-9f93-8999bedcd396" data-toc-id="a7807e17-9bf0-4a96-9f93-8999bedcd396">Failure to Prevent Fraud law - preparing for a new compliance duty</h3>On 1 September 2025, the government’s long-anticipated <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/forthcoming-legislation-the-failure-to-prevent-fraud-law">Failure to Prevent Fraud law</a> will commence, creating a new corporate offence where organisations can be held liable if they fail to prevent fraud committed by employees or agents for their benefit. This forms part of the wider Economic Crime and Corporate Transparency agenda.In practice, this means large organisations must review their fraud risk assessments, staff training, reporting channels, and internal controls – as highlighted by the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.cps.gov.uk/cps/news/organisations-must-prepare-now-new-fraud-prevention-law">CPS</a>.Employers are strongly advised to prepare now. At SSG we have highlighted the importance of readiness – <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/forthcoming-legislation-the-failure-to-prevent-fraud-law">read our update on the Failure to Prevent Fraud Law</a> which explores this more in detail.<h3 id="33f053bd-50de-4161-882b-c560b95f902d" data-toc-id="33f053bd-50de-4161-882b-c560b95f902d">Fire safety - strengthening the regulatory framework</h3>In March 2025, amendments were made to <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/publications/fire-safety-approved-document-b">Approved Document B</a>, which sets out guidance on meeting the requirements of Building Regulations in England. Among the most notable changes is the requirement for sprinklers in all new care homes, alongside tightened standards for fire resistance classifications and clearer handover duties for fire safety information at completion.This is the latest in a series of reforms following Grenfell, including the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/publications/fire-safety-act-2021/fire-safety-act-2021-factscheet-information-on-commencement-of-sections-1-and-3-of-the-fire-safety-act">Fire Safety Act 2021</a>, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/new-fire-safety-guidance-comes-into-force-on-1-october-2023">Building Safety Act 2022</a>, and the creation of the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/building-safety/regulator.htm">Building Safety Regulator in 2023</a>.<h3 id="8bc5e61c-1a9f-47eb-ab2a-ea8125d3000e" data-toc-id="8bc5e61c-1a9f-47eb-ab2a-ea8125d3000e">Furniture and furnishings (fire) regulations - a short compliance window</h3>Coming into force on 30 October 2025, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/publications/furniture-and-furnishings-fire-safety-regulations/furniture-and-furnishings-fire-safety-amendment-regulations-2025-uk">Furniture and Furnishings Regulations 2025</a> modernise flammability requirements for upholstered furniture and furnishings.The compliance window is short, raising implications for manufacturers, retailers, and both <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.legislation.gov.uk/uksi/1988/1324/contents">commercial and domestic accommodation providers</a>. Such organisations have only a few months to audit supply chains, test products, and update records in order to ensure items meet the new standards from October 30th.<h3 id="bc993853-f8fa-4fb7-9e1e-f24803c6be24" data-toc-id="bc993853-f8fa-4fb7-9e1e-f24803c6be24">The bigger picture - from HR rights to safety standards, and beyond</h3>When viewed together, these five developments illustrate the wide scope of responsibilities facing UK employers in 2025 - from HR entitlements and pay rates, to fire safety obligations and fraud prevention.Each reform strengthens protections for people, and proactive employers who update systems, policies and training will avoid penalties whilst leading safer, fairer workplaces.Looking for guidance and support? We can provide tailored consultancy and ongoing compliance advice through our <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/advisor">ADVISOR membership</a> schemes and range of <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/consultancy">consultancy services</a>. Get in touch with one of our team today on 01752 201616 or <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="mailto:info@ssg.co.uk">info@ssg.co.uk</a> to discuss your requirements.

Summarising key updates to employment, health and safety, and HR legislation in the UK this year.

Staying ahead of the curve: Key employer duties in 2025

Constructive dismissal occurs when an employee, with at least two years’ service, resigns because they believe their employer has breached the employment contract, such as when a change of terms is enforced without consultation.But the breach can occur in a more subtle way such as when an employer breaches an “implied” term. One such an implied term is “trust and confidence” which is a mutual obligation between employer and employee.If an employee believes their employer has breached their trust and confidence they can bring a claim for constructive dismissal.Recent tribunal cases have highlighted examples of employer breaches of trust and confidence. These include:<ul><li>An employer hiring a permanent replacement for an employee off sick receiving treatment for cancer.</li><li>A final straw incident (relatively minor on its own) that triggered an employee resignation after a long series of incidents.</li><li>A nurse resigning after years of bullying by a colleague. The acts of bullying by the colleague included not greeting her in the morning and excluding her from tea rounds. The employer failed to deal with the breakdown in the employees’ relationship as they tolerated the bullying.</li><li>The specific desk an employee was asked to sit at contributed to a finding of constructive dismissal as it was seen as symbolically representing a demotion. The employer also made threats of disciplinary action and failed to communicate around changes to the employee’s role and working conditions.</li></ul><h3 id="d3f4fee9-a67f-4662-afda-71405633130c" data-toc-id="d3f4fee9-a67f-4662-afda-71405633130c">Learning for employers</h3><ul><li>Ensure there are clear lines of communication available to all employees to raise and discuss concerns freely</li><li>Ensure managers are aware of and address workplace issues and friction</li><li>Respond promptly, fairly and effectively when complaints and grievances are raised</li><li>Ensure support is offered to complainants and those affected by difficulties at work</li><li>Ensure policies, procedures and training which relate to culture, behaviours, grievances and discipline are up to date, accessible to all and easy to understand</li></ul>

Constructive dismissal occurs when an employee, with at least two years’ service, resigns because they believe their employer has breached the employment contract.

Did you know employees can claim unfair constructive dismissal if they feel their employer forced them to leave?  

Hopefully most of our clients will know that asking an interviewee “are you pregnant?” or “how old are you?” is opening the door wide to claims of discrimination. But there are other questions that employers may want to ask where the question of legality is less clear cut.A starting point for considering if your intended questions might be discriminatory is to consider if they relate to one of the nine protected characteristics. These are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief and sexual orientation. Questions that probe into these areas, either directly or indirectly, are likely to be discriminatory and should be avoided.Here are some of the questions that you might want to ask a candidate but which could be construed as discriminatory and also the safer alternatives to ask:<ol><li>“What are your childcare arrangements?”Questions on childcare arrangements can lead to discrimination based on sex, pregnancy and maternity.<ul><li>Ask instead – “Are you able to meet the attendance requirements of this position?”</li></ul></li><li>“How many sick days did you take in your last job?”Questions on sickness are indirectly checking on a candidate’s health status and if they are disabled. A high level of sickness absence could be due to a long-term health condition that qualifies as a disability.<ul><li>Ask instead – “Are you able to meet the attendance requirements for this role?”</li></ul></li><li>“What school did you go to?” or “What neighbourhood did you grow up in?”Such questions can be used to infer race, socio-economic background or religion. Asking about a school can inadvertently reveal protected information such as a candidate’s religion or belief.<ul><li>Ask instead - “Can you tell me about your educational background and any qualifications relevant to this role?”</li></ul></li><li>“Are you a member of a trade union?”Asking about trade union membership is a breach of the Trade Union and Labour Relations Act 1992, which makes it illegal to discriminate based on union membership.<ul><li>There is no legal way to ask about union membership during recruitment.</li></ul></li><li>“Do you drink alcohol or take drugs?”Questions that delve into private lifestyle choices can be discriminatory under the protected characteristic of disability. Addiction can be considered a disability.<ul><li>Ask instead – “This role requires strict adherence to our drug and alcohol policy. Are you able to comply with this policy?”</li></ul></li></ol>You can read the full article about illegal job interview questions <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://hrnews.co.uk/expert-warns-to-not-ask-these-illegal-job-interview-questions/">here</a>.Source: Gavin Parrot

Asking an interviewee “are you pregnant?” or “how old are you?” is opening the door wide to claims of discrimination. 

Illegal job interview questions and the lawful alternatives

urn:ogc:def:crs:OGC:1.3:CRS84

SSG Training & Consultancy, Valley House, Valley Road, Plympton, Plymouth, PL7 1RF

Plymouth Head Office

Chapel Parc, Summercourt, Newquay, Cornwall, TR8 5AH

Newquay Training Centre

SSG Training Centre, Pure Offices, Kestrel Court, Harbour Road, Portishead, Bristol, BS20 7AN

Bristol Training Centre

Red One Limited, Westpoint, Clyst St Mary, Exeter, EX5 1DJ

Exeter DSFR Training Centre

Exeter - Racecourse, Kennford, Exeter, Devon, EX6 7XS

Exeter Racecourse

Bonville House, Blackbrook Business Park, Taunton, TA1 2PF

Taunton Training Centre

We have a number of training courses starting soon at centres across the region and online.

Courses available to book today

Health, safety, environmental and human resource training - classroom, online and private course options available.

Technical, practical consultancy to ensure your business complies with health, safety, environmental and employment law.

Our retained advisory service designed to help you achieve compliance and improve performance.

Training - Online and Classroom

Consultancy

Advisor

Whether online or face to face, our exceptional team work hard to ensure our clients have the very best experience with SSG by providing a service that is professional, caring and friendly.

Inspiring people and businesses to work safely and sustainably

We have a vast range of practical training facilities which enhance the delivery of our courses. 

You can also opt for our private course option which can be tailored to suit your requirements and held at a venue of your choice.

With six training venues across the south west

Including legislative information, updates and our beyond business activities.

Here's the latest news from SSG

We regularly post news, updates and information for all our clients. Join our mailing list to hear the very latest from SSG and partners. Unsubscribe at any time.

Sign up to the latest news and updates from SSG

“Never consider going anywhere other than SSG for my training needs, always so professional and friendly.”

We offer an extensive range of training and consultancy services covering various industry sectors and different levels of employee responsibilities.

Thank you for visiting the online home of SSG

The homepage is the very first page most visitors will land on. It features a large banner at the top, and describes other pages of the site.

The course information was interesting and the delivery of the course was great. Jon was a fantastic trainer, very informative and very engaging. S. Braddon - Babcock International

A fantastic trainer, very informative and very engaging.

Honest, relatable and realistic training with real world examples. Very well delivered. T. Chapman - Becton Dickinson

Equality and Diversity in the Workplace - Manuela Grossmann

Relatable and realistic training with real world examples

The content and pace was perfect. Andrew engaged really well with everyone on the course, making it so much more interesting than being talked at for two days. C. Driver - Kier Construction

Bespoke - Health and Safety Awareness for Trade Colleagues - Andrew Naish

Tutor made the course so much more interesting

I really enjoyed how the course was delivered by Nigel. His experience and explanations were excellent. M. Burnett - NHS Derriford

NEBOSH National General Certificate in Occupational Health and Safety - Nigel Roberts

Tutors experience and explanations were excellent. 

Enthusiastic and supportive instructor. I was absolutely dreading this course, particularly around presenting, but I've come away with increased confidence and new skills. Great support, thank you!N. Haddock - Mare and Foal Sanctuary

Manual Handling Instructor and Assessor - Andy Peters

Came away with increased confidence and new skills

Just wanted to say a massive thank you for the training I was given. I was on the day course for asbestos non-licensed with Paul and it was brilliant. So informative, well delivered and interesting. Paul was absolutely amazing! Really nice guy, he made the session fun and enjoyable. Such a good teacher, he delivered the session really well and has such a wealth of knowledge.Look forward to hopefully coming back soon. Thanks Paul and SSG!!B. Macauly - Tony Benger Landscaping Ltd

Asbestos Non-Licensed Operative - Paul Simmonds

Tutor was absolutely amazing! So informative, well delivered and interesting.

The course content was really enjoyable and Andrea is an amazing trainer. Thank you so much for the last few days. I can honestly say that this has been the best course I’ve ever been on, and that’s not just down to the content. A. Burrell - Kier

We inspire people and businesses to work safely and sustainably

Welcome to SSG

Latest updates

Staying ahead of the curve: Key employer duties in 2025

Did you know employees can claim unfair constructive dismissal if they feel their employer forced them to leave?

Illegal job interview questions and the lawful alternatives

Featured courses

Testimonials

Training locations

We're here to help

Call us on 01752 201616

Our Services

We inspire people and businesses to work safely and sustainably

What we do

Welcome to SSG

Latest updates

Staying ahead of the curve: Key employer duties in 2025

Did you know employees can claim unfair constructive dismissal if they feel their employer forced them to leave?

Illegal job interview questions and the lawful alternatives

Featured courses

Testimonials

Training locations

We're here to help

Call us on 01752 201616