Tag Archives: Waste Reduction

With updates to UK employment law on the horizon, it’s essential employers are aware of the upcoming changes to “fire and rehire” practices—and how these may affect how you manage your workforce.

This new legislation could impact how you approach employment contracts, workplace change, and employee relations. Read on to find out what’s changing, the risks involved, and how to stay compliant.

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What’s Changing?

The Employment Rights Bill is being updated to include a new clause—Section 104I—which may come into force as early as October 2025.

Under the proposed changes, it will be automatically unfair to dismiss an employee for:

• Refusing to accept a change to their contract, or

• Being dismissed and re-engaged (or replaced) on revised terms

This shift aims to curb the use of “fire and rehire” tactics, where employees are pressured into new terms without genuine agreement. You can read the full draft and updates via GOV.UK.

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Why Does This Matter for Employers?

The proposed law marks a significant change to how businesses can manage contractual variations.

Even if your current employment contracts include a variation clause, these may no longer be enough to provide legal protection. Employers using dismissal and re-engagement to enforce change could now face:

• Unfair dismissal claims

• Employee disengagement and disputes

• Reputational damage

For a wider overview on this topic, visit ACAS guidance on changing employment contracts.

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Real-World Scenarios at Risk

You’ll now need thorough consultation and employee agreement before making changes such as:

• Adjusting working hours or shift patterns

• Removing or revising bonus or commission schemes

• Changing job roles, responsibilities, or work locations

These scenarios could carry high risk if not managed correctly. If you’re unsure, our HR Management Solutions provide the expert advice and guidance you need to handle such transitions safely.

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What You Should Do Now

To prepare your business for these changes and reduce legal risk, we recommend:

• Review employment contracts
  Make sure your variation clauses are up to date. Don’t rely on them alone—seek tailored support with our HR Consultancy services.
• Plan ahead
  If you anticipate needing changes, start planning and consulting early.
• Keep a paper trail
  Document your rationale—particularly if financial hardship or business restructuring is behind the proposed change.
• Consult and communicate
  Open dialogue with employees or their representatives is essential. Take time to reach mutual agreement.
• Take expert advice
  The risk of unfair dismissal is real. Speak to our team before you make any changes—visit our Contact Page or call us on 01245 204450.

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We’re Here to Help

Navigating evolving employment law can be complex—but you don’t have to do it alone.

At Kingswood Group, we offer tailored HR Consultancy, document review support, and practical advice to help you manage change with confidence.

 

As a UK employer, staying up to date with the latest government announcements is vital – especially when they directly affect your people, payroll and plans for growth.

In the Spring Statement 2025, Chancellor Rachel Reeves unveiled several key measures that will impact how businesses manage their workforce. While the broader focus was on tightening public finances, there were some big changes in employment taxes, wage rules, and recruitment opportunities.

We’ve summarised the main points that matter to you – along with practical steps to help you stay ahead.

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Spring Statement – At a Glance

• Employer National Insurance rising to 15% from April 2025

• National Living Wage increasing to £11.44/hour for age 21+

• Tighter benefit rules may bring more people into the jobs market

• £1 billion pledged for tailored employment support programmes

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Employer National Insurance Is Going Up

What’s changing? From 6 April 2025, the rate of Employer NIC will rise from 13.8% to 15%, and the threshold at which it kicks in is being reduced from £9,100 to £5,000.

What this means for you: This is a significant increase in employment costs – especially for SMEs with larger teams or those operating in labour-intensive sectors like retail, hospitality, or care.

Action: Review your staffing costs and workforce structure now. If you need support building a people plan that works within your new budget, we can help.

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National Minimum Wage Increase

What’s changing? From 1 April 2025, the National Living Wage for all workers aged 21 and over will rise to £11.44 per hour.

What this means for you: This increase ensures workers are better supported, but it does add pressure to your wage bill. Many businesses will need to update contracts and payroll systems in time.

Action: Double-check that your pay structure meets the new minimums. Let us know if you need help with employment contract updates.

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More People May Be Returning to Work

What’s changing? The government is tightening access to some welfare benefits – including Personal Independence Payments (PIP) and Universal Credit – as part of wider reforms.

What this means for you: These changes could see more people looking for work in 2025, offering businesses a wider talent pool.

Action: Now’s a great time to review your recruitment and onboarding process. A fresh look at how inclusive and accessible your hiring approach is could pay off.

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Investment in Tailored Employment Support

The government has announced £1 billion in funding for personalised employment support, along with an extra £400 million for infrastructure in the Department for Work and Pensions (DWP).

What this means for you: There may be new schemes, incentives or partnerships that employers can tap into – especially if you’re open to hiring from underrepresented groups or supporting returners to work.

Action: Keep an eye out for updates or talk to us if you’d like to explore supported recruitment schemes.

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Example – Real-World Impact

Let’s say you run a retail business with 12 staff on full-time contracts. The combination of higher NIC and minimum wage could increase your employment costs by over £4,000 per year.

A proactive review of your team structure, shift patterns, or part-time opportunities could help absorb these changes while protecting your people.

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How Kingswood Group Can Help

At Kingswood Group, we understand that navigating change takes time, planning and support. Whether you need:

• Payroll and policy updates

• Contract reviews

• Workforce planning

• Or advice on recruitment strategies…

We’re here to guide you every step of the way.

Need help adapting to the Spring Statement changes?

Get in touch with our expert HR team today – let’s make sure your business is ready, resilient and compliant.

 

From 31 March 2025, all workplaces in England will be required by law to separate recyclable waste under the government’s Simpler Recycling scheme.

If you’re a micro business (10 employees or fewer), the same rules will apply from 31 March 2027.

What does this mean for your business?

You’ll need to separate your waste into the following categories:

• Dry recyclables – plastics, metals, glass, paper and card

• Food waste

• Residual waste (commonly known as black bin waste)

This move is part of wider efforts to tackle the climate crisis by improving how we manage waste, reduce landfill use and cut plastic pollution. While many businesses already recycle, these new rules make it a legal duty for all workplaces, regardless of size or sector.

Your legal responsibilities

Under the new legislation:

• Businesses must follow the waste hierarchy: prevent waste where possible, then prioritise reuse and recycling before landfill.

• If you use a landlord or waste contractor, they are legally responsible for ensuring your separated waste is handled correctly.

• You must cooperate with your waste collector’s separation system – if not, you could be held accountable.

🚨 Non-compliance may lead to enforcement action from the Environment Agency. This includes fines for failing to follow a compliance notice or presenting waste incorrectly.

From April 2025, members of the public will also be able to report non-compliant businesses.

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What you can do now

To stay compliant (and avoid costly penalties), we recommend acting now. Here’s your to-do list:

✅ 1. Conduct a Waste Audit

Review how your waste is currently sorted, stored and collected.

✅ 2. Communicate with Your Team

Make sure employees understand the new rules, the reasons behind them, and the importance of avoiding contamination in bins.

✅ 3. Follow the Waste Hierarchy

The best way to reduce your environmental impact is to avoid creating waste in the first place. If that’s not possible, aim to reuse or recycle – only use landfill as a last resort.

 

✅ 4. Get Help from Trusted Sources

Use the Business of Recycling website, developed by WRAP and funded by Defra. It offers:

• Sector-specific guidance

• A free waste calculator

• Tips to improve waste efficiency
  Visit: businessofrecycling.com

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Compliance Checklist

Make sure you can tick all the boxes below:

🔲 Minimise waste – reduce, reuse and repair wherever possible
🔲 Sort and store properly – use clearly labelled, covered bins
🔲 Use registered waste carriers – check them on the Gov.uk register
🔲 Track your bins – assign team members to monitor contents and check for contamination
🔲 Double-check disposal routes – you are responsible if your provider disposes of waste illegally

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Why it matters

Good waste management isn’t just about compliance. It can also:

• Lower your waste disposal costs

• Reduce your carbon footprint

• Improve your ESG credentials

• Engage employees in sustainability

• Show customers you care about the planet

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Need help getting ready?

At Kingswood Group, we help SMEs stay compliant with changing legislation while focusing on what they do best. Whether it’s updating your policies, engaging your team, or reviewing contracts with waste providers – we’re here to support you every step of the way.