It’s easy to check if you need to update your policies for 6 April 2026 or if you are already complying with the three new laws.
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The Employment Rights Bill received Royal Assent in December 2025 and is now the Employment Rights Act 2025. The most imminent changes are to Statutory Sick Pay, Parental Leave and Trade Unions.
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If you’re attending any of the events, be sure to come and say hi. We’ll be able to answer all your questions and walk you through how the software works.
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Unpaid leave is a valuable tool for employees who need flexibility with working hours. In the UK, employees can request two main types of unpaid leave: Parental Leave and Carer’s Leave.
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Security is our number one priority at StaffSavvy and we’re proud to announce our recent Cyber Essentials Plus certification.
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The UK is set to implement the most significant overhaul of employment law in decades. Big changes are coming regarding shift changes, sick pay, and unfair dismissal claims. For employers, especially those in sectors like tourism, entertainment, and hospitality that rely heavily on casual staff, it's important to understand these changes and prepare accordingly.
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Stay ahead of mandatory pay increases by scheduling them in advance. Changes are coming on April 1st, but you can schedule all the updates now so you don’t have to worry about under or over paying your staff.
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If you’re attending any of the events, be sure to come and say hi. We’ll be able to answer all your questions and walk you through how the software works.
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Our latest product update is now live for all users. Our focus has been on improvements and enhancements for various features, including Holidays, Absences, Shifts, Availability and Recruitment.
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In a world where work can sometimes feel like a grind, a splash of humour can transform the mundane into something delightful. Today, we're exploring some fun workplace rules that not only add a touch of amusement to daily routines but can boost team morale and foster camaraderie in the office.
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In today's fast-paced world, striking the right balance between work and personal life is more crucial than ever. The Government has recognised this need and outlined a series of comprehensive policies aimed at enhancing work-life balance for employees across the nation.
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In April 2025, a new policy for Statutory Neonatal Leave and Pay will come into play, allowing parents who have a child who requires neonatal care for more than a week in the first 28 days following birth to receive up to 12 weeks of Statutory Neonatal Pay and Leave. With new policies constantly introduced, having software like StaffSavvy with robust and flexible Absence Policy options is a must.
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We're thrilled to announce that StaffSavvy has been named as a supplier on the Crown Commercial Service’s (CCS) G-Cloud 14 framework!
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We are excited to launch improvements suggested by our users over the last six months. It’s important to us to innovate and update our software offering in line with customer needs.
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Sexual harassment in the workplace is a serious issue, impacting individuals and damaging cultures within organisations. Beginning 26th of October 2024, a new law will hold organisations more accountable, requiring them to take reasonable steps to prevent sexual harassment.
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With the rise of artificial intelligence (AI) in the workplace, the European Union (EU) is stepping up to regulate its use through the newly introduced EU AI Act. The law came into force on August 1st 2024, but what does this mean for UK employers?
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High employee turnover can disrupt performance, increase costs, and negatively impact the morale of the remaining staff. But how do you foster a happy and loyal team that’s committed to the company's mission and goals?
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The new labour government plans to make many changes to improve worker’s lives in the UK. Here, we’ll focus on what contract and policy changes are likely coming to employers in the near future.
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This week, the UK government made a significant announcement that underscores its pledge to improve the financial well-being of working people across the country. The commitment to a genuine living wage aims to ensure that workers receive fair compensation that reflects the cost of living. This move, which has been widely discussed and anticipated, carries substantial implications for employers and HR professionals.
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