marshall-hall-levy

Employment law is changing. Is your business ready?

Wed, 14 Oct 2026 14:31:42 GMT

MHL Launches a Monthly Newsletter

Our October Employment Newsletter looks at the next key developments under the Employment Rights Act 2025 — and the dates employers need to have firmly on their radar.

30 October 2026: stronger sexual harassment prevention duties and new trade union workplace access rights.

1 January 2027: unfair dismissal protection moves from two years to just six months’ service .

We also cover what employers should be doing now — from reviewing policies and training managers to strengthening recruitment, probation, dismissal and harassment procedures.

The message is simple: don’t wait for the changes to arrive. Prepare now.

Read our latest newsletter for the key dates, practical steps and a quick preparation checklist.

Know Your Rights – The Employment Rights Act 2025

Thu, 08 Oct 2026 14:19:17 GMT

The Employment Rights Act 2025 has already introduced important new rights to UK employment law, with more changes on the way.

So, what do these changes actually mean for you as an employee?

Here are some of the key changes you should know about.

Industrial action

The rules around industrial action have changed significantly. Since February 2026, amongst other changes:

· if you are dismissed for taking part in protected industrial action, your dismissal is automatically unfair;

· the previous 12-week limit for bringing an unfair dismissal claim following industrial action has been removed;

The minimum service level regime was also removed in December 2025.

These changes give employees taking part in lawful industrial action greater protection. If you are involved in industrial action or a trade union dispute, it is important to understand your rights, particularly if your employer is considering disciplinary or dismissal action.

Family leave from day one – 6 April 2026

There are also some important changes to family leave.

· paternity leave and ordinary parental leave became day-one rights, meaning you no longer need to have worked for your employer for a minimum period before qualifying;

· restrictions on taking paternity leave after shared parental leave have been removed; and

· a new entitlement of up to 52 weeks' unpaid bereaved partner's paternity leave was introduced for eligible fathers and partners where the mother or primary adopter dies.

So, if you are starting a new job, you may still have important family-leave rights from the beginning of your employment.

Statutory Sick Pay – 6 April 2026

Statutory Sick Pay (SSP) has also changed.

· SSP is payable from the first day you are off sick, rather than from the fourth day; and

· the lower earnings limit has been removed, so you no longer need to earn a minimum amount to qualify for SSP.

This means that more employees may now be entitled to SSP, and you may receive it sooner when you are off work due to illness.

Annual leave – 6 April 2026

Your employer must now keep records of annual leave and holiday pay for at least six years.

This should make it easier to keep track of your holiday entitlement and the holiday pay you have received.

If you think you have not received the correct amount of holiday or holiday pay, it is worth getting advice on your rights.

The Fair Work Agency – April 2026

The Fair Work Agency was created in April 2026.

It brings together existing enforcement functions and is now responsible for enforcing additional employment rights, including holiday pay and Statutory Sick Pay.

The aim is to strengthen the enforcement of employment rights and make sure workers receive the rights and protections they are entitled to.

Collective redundancy – 6 April 2026

If your employer is proposing a large-scale redundancy programme, there are rules they must follow when consulting with employees and their representatives.

From 6 April 2026, the maximum protective award for failing to comply with collective redundancy consultation obligations increased from 90 to 180 days' pay.

If you are affected by a proposed redundancy, it is important to understand the consultation process and check that your employer is following the correct procedures.

Sexual harassment and whistleblowing – April 2026

There is also an important change for employees who raise concerns about sexual harassment at work.

From April 2026, sexual harassment became a qualifying disclosure for whistleblowing purposes.

This means that, in certain circumstances, an employee who makes a protected disclosure about sexual harassment may have whistleblowing protection against detriment and unfair dismissal, as well as the protections available under the Equality Act.

If you raise concerns about sexual harassment at work, it is a good idea to keep a record of what has happened, including any complaints you have made and how your employer has responded.

Trade unions – August 2026

There have also been changes affecting trade union members.

Since August 2026, trade union members can vote electronically or in person in statutory ballots where the employer and trade union agree.

The process for trade union recognition has also been simplified.

These changes may make it easier for employees to take part in trade union ballots and for trade unions to seek recognition in the workplace.

What does this mean for you?

The Employment Rights Act 2025 has introduced some significant changes to workplace rights, and there are more to come.

If you are an employee, now is a good time to make sure you understand your rights. In particular, you should:

· know what family leave you may be entitled to;

· check that you are receiving the correct Statutory Sick Pay and holiday pay;

· understand your rights if you are facing redundancy;

· know what protections may be available if you raise concerns about sexual harassment or other wrongdoing;

· understand your rights if you take part in lawful industrial action; and

· consider speaking to your trade union if you are a member and have concerns about your workplace rights.

What happens next?

The changes do not stop here. Further significant reforms are expected in 2027, including changes relating to unfair dismissal, flexible working, zero-hours contracts and fire and rehire.

The key message is simple: know your rights.

Employment law can be complicated, and it is not always easy to know whether your employer is doing the right thing. If you are concerned about your rights at work or think something may have gone wrong, getting advice early can help you understand where you stand and what options are available to you.

This update provides general information and is not intended to constitute legal advice. If you have concerns about your employment rights or how the Employment Rights Act 2025 affects you, our Employment Team would be happy to advise.

URGENT! EMPLOYMENT LAW UPDATE

Thu, 08 Oct 2026 14:01:39 GMT

At the stroke of midnight on 1 October 2026, the employment tribunal time limit doubled.

From 1 October 2026 , anyone wishing to bring a claim for unfair dismissal, discrimination, detriments, wages, working time, TUPE, which occurred on or after 1 October 2026 have six months.

A dismissal act or omission that took effect on or before 30 September 2026 is still subject to the old three-month rule.

Where claims rely on a series of acts, it’s the last one that counts. A complaint whose most recent incident is next month gets six months, and can rely on years of history before 1 October 2026.

For employers six months is extended further:

Acas early conciliation adds up to twelve weeks, taking you to nine months from dismissal, and an employee then gets a further month to lodge a claim after the acas certificate is issued. So, ten months. Add to this the time the tribunal takes to serve the claim and we’re pushing a year.

Previously, if no claim arrived within five months, employers could close the file. From 1 October 2026, the claim may not get to you until a year or more after the event.

If you need any help on any of this, please do not hesitate or call or come in and speak to one of our employment solicitors.

Introducing our new Head of Employment Law: Deborah Henning

Wed, 07 Oct 2026 12:54:45 GMT

Deborah is an employment lawyer, problem solver and, apparently, “not mad”!

With a career spanning employment law, employment tribunals, equal pay cases and representing both employers and employees, [Name] brings a wealth of experience to her role as Head of Department at Marshall Hall Levy.

But there’s much more to her than her legal experience. From being “a little bit bolshy” at school to becoming a self-confessed music, reading, wine and dog-walking fan, this Q&A gives an insight into the person behind the lawyer.

We caught up with her to find out what led her into employment law, what motivates her, the career achievement she’s most proud of and why she believes you shouldn’t deal with employment problems alone.

What is your professional background?

I was born in Sunderland and grew up in Sunderland and Washington before heading away to university. I trained down south and, once qualified, my clients included some well-known financial institutions. It was while working with a high street bank that I got my first real taste of employment law.

I then relocated back to the North East and joined Thompsons, the national trade union firm. I worked across all areas of employment law and employment tribunals, including managing a large team of around 20 people on national equal pay cases.

I left Thompsons in 2016 and have since acted for both employers and employees, giving me a good understanding of the challenges faced by both sides of the employment relationship.

What led you into your chosen profession?

Apparently, I was a little bit bolshy at school, liked a good argument and was fascinated by criminal law!

Thankfully, the ability to argue a case has come in quite handy over the years — although these days I like to think I use it slightly more constructively!

What areas do you specialise in?

My main area is employment law, covering everything from workplace relationships and day-to-day employment issues through to employment tribunal and court disputes.

I am also deal with a certified GDPR practitioner and can advise on data protection issues where they arise in an employment context.

What do you enjoy most about your work?

Resolving problems for clients and, hopefully, achieving a fair outcome.

Employment issues can be incredibly stressful, whether you’re an employee worried about your job or an employer trying to deal with a difficult situation. Being able to help someone navigate that and find a solution is what makes the job worthwhile.

What types of clients do you typically work with?

I tend to work with small to medium-sized businesses and employees.

I enjoy working with smaller businesses in particular because you often get to know the people behind the business and understand what really matters to them. Working for small businesses is very similar to working for an individual employee as both can have a lot to lose. It is especially inspiring and rewarding when agreement can be reached (often against the odds due to the emotions involved) and both parties feel they have 'won', or more important, neither party feels they have 'lost'. It is also extremely satisfying when the other party is misbehaving and you know you have to dig your heels in and get a the right result for your client.

What do you think makes a good client relationship?

Listening, empathy and understanding.

People generally don’t contact an employment lawyer because everything is going brilliantly! By the time they need me, there is usually a problem, and often quite a stressful one.

I think it’s important to remember that clients don’t necessarily want to need a lawyer — so making them feel listened to, understood and supported is really important.

What has been your biggest career achievement?

Achieving justice for thousands of women.

I’ve had the privilege of working on significant national equal pay cases throughout my career, and knowing that the work I did helped secure better and fairer outcomes for so many women is something I’m incredibly proud of.

What has your career taught you?

That, despite everything, most people — and that includes both managers and employees — are decent people who simply want to be treated fairly.

Employment disputes can sometimes become very heated, but behind most workplace problems are people trying to do the right thing, protect themselves or simply be heard. You probably don’t want to find yourself on the other side of the table from me if you’re misbehaving though — that’s when the fiery redhead comes out!

What advice would you give to someone facing the issues you deal with?

Don’t deal with it alone.

Employment problems can quickly become overwhelming, particularly when your job, livelihood or business is involved. Getting advice early can often make a huge difference and may prevent a problem from becoming a much bigger one.

What are you most proud of in your current role?

I’m still relatively new to the role at Marshall Hall Levy as head of Department, so I’m looking forward to seeing what we can achieve and hopefully making a real difference to our clients. I've already dealt with some pretty tricky issues for my clients and I've had some great feedback.

I love the fact that I can now say, “Yes, I can help you,” rather than having to worry that my fees might put good legal advice out of reach. I can bring my many years of experience to the table, while working in a firm where clients can receive a personal, friendly service without the overheads you might find at a much larger firm. You get the experience, without necessarily getting the big-firm price tag — and I think that’s a pretty good combination!

What do you enjoy doing outside work?

Reading, music, walking the dog, wine and spending time with family.

And I could say the gym… but that also qualifies as torture!

What are some interests or hobbies that people might not know about you?

I’m a big fan of music and reading, and I love getting out for walks with the dog.

I’m also very much a family person, so time spent with family is probably my favourite hobby of all.

What motivates you professionally?

A good result!

There’s nothing quite like working through a difficult problem and getting the outcome you were hoping for.

What do you enjoy about working with your current firm or team?

Being reunited with a former colleague, who also became one of my favourite people to work with, was a big part of coming to Marshall Hall Levy. As you go through your career, you meet all sorts of people, but some leave a lasting impression — and Julie is definitely one of those people!

She is just as infectious and enthusiastic about fairness in the law as I am. She also spent a fair amount of time telling me how passionate, friendly and committed everyone at Marshall Hall Levy was.

I thought I’d better come and see for myself!

She wasn’t exaggerating. The enthusiasm and passion I’ve found here isn’t just Julie’s — it runs right through the firm. From the Directors (Julie and Keith), to the wider team, everyone genuinely cares about doing a good job and getting the best for their clients.

Julie and I were a bit of a force to be reckoned with back in the day, so I’m delighted to be back working alongside her and excited to see what we can achieve together again — this time with the whole Marshall Hall Levy team behind us!

It’s a friendly team with a genuine family feel - people genuinely look out for each other and there’s a real sense that we’re all working together.

What is something people might be surprised to learn about you?

That I am not mad!

Although I suspect my new colleagues may have a different opinion once they’ve worked with me for a little longer!

A wealth of experience, with a very human approach

With extensive experience representing both employers and employees, particularly in complex employment disputes and equal pay work, there is a wealth of knowledge behind the approachable personality.

But perhaps the most important thing is the philosophy behind the work: listen, understand the problem, give honest advice and work towards the best possible result.

Whether you’re an employee facing a difficult situation at work or a business dealing with an employment issue, having someone in your corner can make all the difference.

And, of course, if you need an employment lawyer who can combine years of experience with a little humour and a lot of empathy along the way, you now know where to find one!

Can Deborah help you? Get in touch and find out.

Is cheap conveyancing always the best option?

Tue, 17 Feb 2026 13:47:52 GMT

When you’re buying or selling a home, it’s completely normal to shop around and compare quotes.

But it’s worth remembering that with conveyancing, the cheapest price isn’t always the cheapest overall.

Sometimes low quotes don’t include everything, and extra costs can appear later for things like lender work, admin fees, or additional checks.

And of course, conveyancing isn’t just “paperwork” , it’s making sure everything is legally sound, raising the right enquiries, and helping your move go through as smoothly as possible.

A good conveyancer should keep you updated, explain things clearly, and help avoid delays where possible.

If you want straightforward advice and transparent fees, we’re always happy to chat.

Why Lasting Powers of Attorney are ‘particularly vital in avoiding a catastrophic scenario

Fri, 23 Jan 2026 10:59:05 GMT

When Financial Expert, Martin Lewis was asked, "Martin, if you had to prioritise, which would you sort first: Will/ Power of Attorney, or pensions/tax/inheritance? And why?", Martin responded saying Lasting Powers of Attorneys, because they are particularly vital in avoiding a catastrophic scenario.”

Martin went on to say, “ Power of Attorney says if I were to lose my faculties, then I will nominate other people who can look after my finances and my health and wellbeing for me. I've had a Power of Attorney for 15 years even though I've got no foreseeability of losing my faculties."

He continued: "If you don't have a Power of Attorney in place, and you were to have an accident tomorrow so you couldn't look after yourself with your faculties gone, or a severe stroke, and you're a young person-because people think it's only for old people, it's not-then it is frankly a nightmare to go through the process of someone else trying to take over your finances. Meanwhile, they may not be able to pay your mortgage for you, or pay for any treatments for you, or pay for anything you need.

Read the full article here - Daily Express

If you would like Lasting Powers of Attorney, our experts at Marshall Hall Levy can assist. Just call us on 0191 455 3181 to set up an appointment today.

Office of Public Guardian fees and Solicitor fees apply

Helping our clients to leave a legacy to charity

Thu, 22 Jan 2026 11:18:24 GMT

We are very proud to be on the panel of solicitors for the National Free Wills Network.

If you contact NFWN online, you’ll receive a unique code to bring to your appointment with your chosen solicitor. We then prepare your Will, with NFWN contributing towards the cost of a basic Will so there’s nothing for you to pay, unless you choose something more complex or an additional service.

There’s no obligation to leave a gift in your Will, although many people do, from small sums to larger gifts, as a way of supporting charity.

It’s just one of the ways MHL is proud to help make a positive difference.

Marshall Hall Levy has once again achieved reaccreditation as an accredited member of Lexcel.

Mon, 19 Jan 2026 14:42:33 GMT

We are pleased to share that Marshall Hall Levy has once again achieved reaccreditation as an accredited member of Lexcel.

Lexcel is a practice management and quality standard created by The Law Society of England and Wales.

It’s essentially a quality mark for well-run law firms. Rather than focusing on legal outcomes, Lexcel looks at how a firm operates day to day.

Lexcel covers areas like:

Client care and communication
Case and file management
Risk, compliance, and complaints handling
Staff training and supervision
Financial management
Equality, diversity, and data protection

The accreditation is recognition of Marshall Hall Levy’s commitment to continual improvement.

Begin 2026 with peace of mind

Tue, 13 Jan 2026 11:02:47 GMT

A week into 2026 how are your new year resolutions going?

We may have resolutions and new fitness goals but it’s also the perfect time to review and update your legal affairs. Julie Atkinson-McGregor from Marshall Hall Levy Solicitors in South Shields is encouraging local people to kick off 2026 with a legal health check.

A legal health check can provide peace of mind for you and your family, ensuring your plans align with your current circumstances and any recent life changes. Julie Atkinson-McGregor member of The Association of Lifetime Lawyers, explains that being proactive not only helps your family understand your wishes, but also safeguards both you and your loved ones.

“Life changes all the time, and your legal documentation, such as your will, should keep pace” says Julie Atkinson-McGregor. [Insert Name]. “The start of the new year is the perfect time to review key legal documents to ensure they accurately reflect your current wishes.”

Research from The Association of Lifetime Lawyers shows over half of UK adults over 30 don’t have a will or have one that needs updating. The research also found that nearly one in ten UK adults has started making a will but hasn’t completed it, leaving their estate and loved ones at risk.

“It’s best practice to review and update your will every five years or when a major change in your life occurs that impacts you or your loved ones, such as a marriage or civil partnership, divorce or dissolution of a civil partnership, the arrival of a child, the loss of a loved one, or changes related to gender recognition.” Julie Atkinson-McGregor says.

She continues: “An up-to-date will not only ensures your wishes are honoured but also sets out clear guardianship arrangements for your children. Alarmingly, many parents don’t have a will or haven’t legally appointed guardians for their children. Without a will, guardianship decisions may be left to the courts, which might not align with your preferences.”

“Setting up a Lasting Power of Attorney (LPA) is another a crucial step that every adult should do before it’s too late. An LPA ensures that someone you trust can manage your financial and healthcare decisions if you become unable to do so, because we never know what is round the corner. You can establish a Property and Financial Affairs LPA for handling your finances and a Health and Welfare LPA for decisions regarding your care and living arrangements.”

“Finally, it is wise to prepare for the unexpected. Create a secure emergency document with essential contacts and key details for accessing important accounts, such as online banking. Additionally, documenting your funeral wishes can reduce the emotional burden on your loved ones during a difficult time.”

Where possible, Julie Atkinson-McGregor says it’s a good idea to speak with an experienced legal professional, such as a Lifetime Lawyer, to ensure that all documents are thorough, valid, and reflect your intentions accurately.

New Year, New Home?

Fri, 09 Jan 2026 14:09:07 GMT

There’s something about January that gets people thinking about a fresh start. A new routine, new plans and, for some, a new home.

Whether you’re buying your first property, moving somewhere bigger, or downsizing, the legal side of moving can feel overwhelming. That’s where a good conveyancing solicitor makes all the difference.

Conveyancing is the legal work that transfers ownership of a property. It involves contracts, searches and checks that protect you from unexpected issues. Done well, it keeps your move smooth, stress-free and on track.

Choosing a solicitor who knows the North East matters. Local properties come with local quirks, from historic buildings to mining searches and planning considerations. Having someone who has experience and understands the area means fewer delays and no nasty surprises.

With over 180 years of history in South Shields, Marshall Hall Levy is a name generations of local people have trusted. Our long-standing reputation is built on clear advice, personal service and a genuine understanding of the North East property market.

If 2026 is the year you’re planning a move, getting advice early can help you feel confident and prepared from day one.

New year. New home. And a conveyancing team that’s with you every step of the way.

Watch out next year Kylie!

Sat, 20 Dec 2025 08:58:10 GMT

Our Christmas Will song

We are very proud of Director Julie Atkinson-McGregor for "singing" and producing this festive little number. As well as evoking all that's special about this time of year it also has a very important message.

We were too late to beat Kylie to the Christmas number 1 slot this year but watch out next year Ms Minogue!

Co-parenting at Christmas (and what it means in family law)

Thu, 18 Dec 2025 18:51:09 GMT

"Co-parenting” isn’t a legal term — it’s simply how separated parents work together to raise their child. At Christmas, plans can feel higher-stakes (traditions, emotions, school holidays), so the key is to plan early, communicate clearly, and keep decisions child-focused. If there’s a dispute, the court’s priority is always the child’s best interests.

Common festive arrangements include:

Alternating Christmas Day each year
Christmas Day/Boxing Day split
Splitting the day (morning/afternoon)
Dividing the holidays (Christmas week vs New Year week)

If you can’t agree, mediation can help keep things practical and calm — with legal advice if needed. Court is usually a last resort and can take time.

Gifts tip: agree a budget, avoid “one-upping,” and consider a joint gift labelled from “Mum & Dad.”