Employment Rights Bill – Roadmap Unveiled

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On 1st July 2025, the UK Government published a roadmap to reform employment law through the Employment Rights Bill. They set out a phased plan from later this year through to 2027 to deliver “the biggest upgrade to workers’ rights in a generation”.

The roadmap introduces over 30 individual reforms, split across key implementation dates. Employers, HR professionals and employees need to understand how these changes could affect their rights, responsibilities and workplace practices. Some of the biggest changes, in particular, the day one right to claim unfair dismissal, will not come into force now until 2027.

What is changing and when?

• After the bill is passed (expected 2025) there will be an immediate repeal of the Strikes Act 2023 and the majority of the Trade Union Act 2016. Protections against dismissal for taking industrial action will also come into force.

• In April 2026 the collective redundancy protection, day one paternity leave rights and unpaid parental leave will be implemented. New whistleblowing protections, changes to statutory sick pay and the establishment of the fair work agency are also planned.

• In October 2026 fire and rehire will no longer be permitted and new rights and protections for trade union representatives will come in. Employers will need to take “all reasonable steps” to prevent sexual harassment and they will have a new obligation to prevent third party harassment.

• The remaining changes will likely come in 2027, including the day one right to protection from unfair dismissal, improving access to flexible working, further harassment protection and ending exploitative zero-hour contracts.

The roadmap is designed to give businesses time to prepare, however, clear comprehensive guidance will be produced to help organisations navigate the change. Employers will need to ensure that contracts and policies are reviewed ahead of each implementation phase and enhance internal processes around flexible working, redundancy, sick pay and parental leave. Employers must ensure compliance with new obligations and prepare for greater tribunal exposure.

Follow along with us for more updates on the Employment Rights Bill and contact our Employment Team for tailored advice on how the changes will affect you.

For all employment law advice and representation contact us at [email protected]

Sarah Bruce celebrates 30 years working for Adams Harrison

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The partners of Adams Harrison were thrilled to celebrate with Sarah Bruce her 30 year work anniversary.

Sarah works in the Wills, Trusts & Probate Department and is mainly based in our Haverhill office.

She was presented with a bouquet of flowers this morning by Jennifer Carpenter, Managing Partner.

Employment Rights Bill Update Seminar

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Jennifer Carpenter ran an Employment Rights Bill Update seminar in 1st July which informed delegates about the upcoming Employment Rights Bill.

A delegate said

“A really good overview of the up and coming Employment Rights Bill… Clear content explained in a simplified manner.”

The delegate found the seminar extremely helpful and would like to attend future events.

If you would like to know about future events please send an email to Briony Dodson at [email protected]

Cabinet Office Accreditation For Customer Service Excellence

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Adams Harrison first attained the *Cabinet Office issued quality mark for Customer Service Excellence (CSE) in May 2021. We are extremely proud of this achievement as it reinforces, and attests to our commitment to provide the best service levels to our clients.

Premium customer service excellence by Adams Harrison, trusted UK legal advisors.

To retain the accreditation we must undergo an annual assessment. This includes checking files for consistent standards of excellent service and interviewing staff to ensure the CSE ethos is embraced by all, from the most senior to the most junior people within our business. The assessor doesn’t just take our word for this. He also contacts clients who have recently concluded business with us.

We are delighted to announce that we have recently completed our 2025 assessment and are re-accredited for CSE for a further 12 months.

The Assessor said:

“It remains very clear from both documentary and interview evidence that Adams Harrison put CSE at the heart of everything that they do. It is fully supported by the entire Management Team, and is an integral part of the Firm’s culture that they are all required to both sign up, and are measured against. In the assessor’s very wide experience of the legal sector, this level of commitment continues to be exceptional practice.”

 

*Further information about the CSE quality mark can be found here: https://www.customerserviceexcellence.uk.com/

Lexcel 2025: We Are Excellent!

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We have recently had our annual maintenance visit from a Law Society assessor who confirmed that after a rigorous assessment we fully meet Version 6.1 of the Lexcel standard.

Lexcel stands for Legal Excellence. It is a Law Society kitemark to recognise law firms that demonstrate excellence in client care, compliance, and practice management. Holding this accreditation signifies that as a firm we adhere to high standards in these areas. It means if you choose to use Adams Harrison as your solicitor you can be sure of receiving a consistent, high-quality service. We have been found to operate efficiently and ethically.

The assessment process involves interviews with our Practice Manager, Managing Partner and a cross section of all staff as selected by the assessor. Files are subject to an audit for compliance and there is a review of all policies and procedures.

Absolutely no non-compliances were identified during the audit.

We received specific positive praise for the following areas of good practice:-

  • That we place very significant emphasis on levels of client care that we provide as evidenced from interviews with staff and the documentary evidence collected during the audit.
  • Evidence of very high standards of development and training of staff
  • Our Community and Social Responsibility Policy and for the work that we do in the local community.
  • The monitoring and safeguarding or the mental health of our staff
  • High standards of coaching, mentoring and support to our staff
  • Comprehensive information provided to staff about management and operations.
  • That we hold the Cyber Essential standard
  • The significant training we provide to staff around Cyber crime and associated issues
  • Our process and systems are extremely well embedded into the operations and culture of the firm
  • Extremely clear understanding from all lawyers on all aspects of risk as a result of highly effective and well implemented processes
  • File audit evidence shows very high levels of compliance have been achieved

We were told by the assessor we are an extremely well run and extremely well managed firm.

Adams Harrison attends student careers fair at Castle Manor Academy in Haverhill

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Experienced solicitors at Adams Harrison Law firm representing clients in business, family, and employment law.

Jennifer Carpenter and Caitlin Longland

We were delighted to attend a student careers fair at Castle Manor Academy on Thursday 26th June.

Students from year 7 to year 10 attended the fair.

A number of different representatives from Adams Harrison attended at different times during the day from the Managing Partner, Jennifer Carpenter (pictured here), to Trainee Solicitors, Caitlin Longland (pictured here) and Briony Dodson. Also attending were Luke Gardiner and Semra Ramadan, both qualified solicitors, and Louise Taghi who is the Practice Manager. Each was able to offer a different perspective to students, from the entry routes into the profession and qualifications required to become a qualified lawyer, to what a day in the life of a solicitor would look like.

All staff from Adams Harrison were impressed by the enthusiasm and interest from the students, and their level of engagement.

£500,000 Compensation After Dog Walker Found Liable for Rider’s Life-Changing Injuries

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An international dressage rider has secured substantial compensation, reportedly around £500,000, after a dog walker’s actions left her with life-changing injuries.

In December 2018 a professional dressage rider was seriously injured after a dog walker lost control of four off-lead dogs on a public bridleway in Surrey. Two of the dogs couldn’t be recalled, and one ran across the horse’s path causing it to rear and fall backwards, crushing the rider underneath. The professional dog walker was found legally liable for the serious injuries the rider sustained. She was left with a broken back, shattered pelvis, and permanent mobility issues.

Despite an early admission of partial fault, the dog walker’s insurance company fought the claim for years before the court finally awarded compensation.

Legal Findings

The High Court found the dog walker negligent, ruling that it was reasonably foreseeable that allowing multiple dogs off-lead in the vicinity of horses could cause such an incident. The court also found that the walker had failed to take reasonable care in managing the dogs and did not act appropriately when the situation escalated.

Attempts to argue contributory negligence on the part of the rider on the basis that she may have lost control of the horse were firmly rejected. The judge held that the rider had done nothing wrong and that the sole cause of the accident was the behaviour of the dogs and their handler.

While the precise amount of compensation awarded was not publicly disclosed, reports suggest it may have been in the region of £500,000.

Public Liability For Animal Behaviour

Dog owners and professional handlers must be aware of their duties under the law, particularly when operating public areas like bridleways and parks. The judgment confirms that the standard of care increases when dealing with multiple animals.

If you’ve suffered serious injury due to someone else’s actions our team is here to help. We offer practical advice and support claimants through every step of their personal injury claim. For queries and representation contact us at [email protected].

Adams Harrison Diversity Information 2025

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As required by the Solicitors’ Regulatory Authority (SRA) Adams Harrison are pleased to publish their diversity data for 2025. Please click on the image below to view the data.

Diverse team of legal professionals supporting clients at Adams Harrison Solicitors.

Employment Rights Seminar

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Jennifer Carpenter will be running a seminar on 1st July 2025 for local Employers to explain the new Employment Rights Bill and how the changes could affect them.
The seminar will take place at The Epicentre in Haverhill. The event will start at 5.15pm and there will also be an opportunity to network afterwards.
Full details on the image below and if you click on the image or scan the QR code it will take you to the Eventbrite page to book your seat.

 

Law Commission’s Plans To ‘Modernise Wills’

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The Law Commission’s plans to ‘Modernise Wills’ and make it easier to challenge one.

The Law Commission has proposed a series of major reforms to the law of wills in England and Wales to make it ‘fit for purpose in the modern age’. Their plans were published on the 16th May in a final report aimed at bringing clarity to their suggestions. With the current law still largely based on the 1837 Wills Act, these reforms aim to modernise the process, make it more accessible, and better protect vulnerable people from exploitation.

One of the most significant proposals is to allow electronic wills. At present, a valid will must be signed in ink and witnessed by two people physically present, a requirement that was proven to be difficult during the Pandemic and outdated in today’s digital world. The Commission suggests that once secure systems are in place, electronic wills should be legally recognised.

Another key recommendation is to end the rule that marriage automatically revokes a will. Under current law, getting married cancels any existing will unless it’s made in contemplation of that marriage. This can lead to unintended consequences. The proposed reform would keep a person’s will in place after marriage unless they choose to change it.

The Commission also aims to make it easier to challenge wills that may have been made under pressure. As it stands, proving undue influence requires strong direct evidence of coercion which if often difficult to obtain. Under the new proposals, courts would be allowed to infer undue influence from relevant surrounding circumstances making it easier to challenge a will based on suspicious behaviour.

Importantly, the test for mental capacity would also be updated. The Commission proposes adopting the more modern approach set out in the Mental Capacity Act 2005. This would bring much needed clarity in cases involving dementia or cognitive decline, areas where disputes often arise.

Lastly, the Commission recommends allowing courts to validate informal wills. For example, handwritten notes or digital messages, if there is clear evidence of the deceased’s intentions. While this may help in emergencies, it could also open the door to more complex disputes about what someone really intended.

Further reforms include tightening the rules around witnesses to prevent potential abuse and lowering the age at which a person can make a will from 18 to 16.

Together, these reforms aim to bring wills law into the modern age while offering greater security and fairness. The next step is for the Government to respond on whether they support any of the Law Commission’s. A full response is expected within the next 12 months.

If you think you may have grounds to challenge a will these reforms could strengthen your position. Early legal advice is vital. Our team can help you assess the situation clearly and take the right steps to protect your interests, whether under current law or in light of the proposed changes.

If you haven’t reviewed your will recently, or if you don’t yet have one, now is a good time to speak to a solicitor and ensure your wishes are properly protected.

For all wills/contentious probate advice and representation contact us at [email protected]