Heart Month is an important opportunity to raise awareness of heart health and the steps we can all take to reduce the risk of heart disease and cardiovascular disease. Your heart is a powerful, hardworking organ that pumps blood around your body every minute of the day, delivering oxygen and nutrients while removing waste products.&nbsp;Understanding how the heart works, what increases the risk of heart disease, and how everyday lifestyle choices affect heart health can help you take control of your well-being.&nbsp;&nbsp;This Heart Month, learning more about your heart is a simple but effective way to support long-term health and protect the organ that keeps you going.&nbsp; <h2 id="537d8a28-ef6e-42c2-a1f8-d688692f88ed" data-toc-id="537d8a28-ef6e-42c2-a1f8-d688692f88ed">Heart Health: Key Takeaways&nbsp;</h2><ul><li>This Heart Month, small, consistent changes can make a big difference to your heart and overall wellbeing&nbsp;</li></ul><ul><li>Understanding how your heart works helps you recognise the importance of protecting it&nbsp;</li></ul><ul><li>Cardiovascular disease risk factors include high blood pressure, high cholesterol, smoking, obesity and inactivity&nbsp;</li></ul><ul><li>Uncontrollable risk factors - Some risk factors cannot be changed, such as age, family history and sex - but many can be managed&nbsp;</li></ul><ul><li>Healthy lifestyle choices like balanced eating, regular exercise, good sleep and stress management support long-term heart health&nbsp;</li></ul><ul><li>Knowing CPR can save lives in a cardiac emergency and is an important part of community heart health&nbsp;</li></ul><h2 id="bb006b14-d52d-47b5-b2ff-db6b8b64f91f" data-toc-id="bb006b14-d52d-47b5-b2ff-db6b8b64f91f">&nbsp; Heart Health: Understanding how your heart works&nbsp;</h2>The heart delivers oxygen and nutrients to the body, whilst also removing waste products as blood travels around the body.&nbsp;It is divided down the centre by a structure called the septum. The left side of the heart pumps oxygenated blood to the body, while the right side pumps deoxygenated blood to the lungs.&nbsp;When you breathe in, oxygen enters the lungs and passes into tiny air sacs called alveoli. These alveoli allow oxygen to move into the bloodstream and travel to the heart. At the same time, carbon dioxide is removed from the blood and exhaled. This process is essential for maintaining healthy heart and lung function.&nbsp;&nbsp;<h2 id="ecbc8572-daa3-4722-af1f-a4ec43e5aed7" data-toc-id="ecbc8572-daa3-4722-af1f-a4ec43e5aed7">Key parts of the heart and their functions&nbsp;</h2>The heart is a muscular organ, about the size of a fist, and made up of four chambers. The two upper chambers, known as the right and left atria, receive blood as it enters the heart. The two lower chambers, the right and left ventricles, pump blood out of the heart.&nbsp;There are four main heart valves (tricuspid, pulmonary, mitral and aortic valves). These valves act as one-way gates, preventing blood from flowing backwards and ensuring it continues to circulate in the correct direction.&nbsp;The heart also had its own electrical system. Electrical impulses trigger consistent, rhythmic contractions of the heart muscle, helping to maintain a steady heartbeat and ensuring blood is pumped effectively.&nbsp;&nbsp;<h2 id="92bd8ebc-c20d-4605-ba63-66ec3c5cb5a8" data-toc-id="92bd8ebc-c20d-4605-ba63-66ec3c5cb5a8">How blood flows through the heart and body&nbsp;</h2>Blood flow through the heart follows a precise and continuous pathway. Deoxygenated blood from the body enters the right atrium and passes through the tricuspid valve into the right ventricle. The right ventricle then pumps the blood to the lungs, where oxygen is absorbed and carbon dioxide is released.&nbsp;&nbsp;Oxygen-rich blood returns to the left atrium and flows through the mitral valve into the left ventricle. The left ventricle then pumps the blood to the rest of the body.&nbsp;The heart is protected by a sac called the pericardium and is supplied with oxygen and nutrients by the coronary arteries. Because the heart works non-stop to keep you alive, so taking care of your heart should be a top priority.&nbsp;&nbsp;<h2 id="293af07b-1b8b-4ac4-88fe-8f2ad5c8a389" data-toc-id="293af07b-1b8b-4ac4-88fe-8f2ad5c8a389">Cardiovascular disease and heart disease risk factors&nbsp;</h2>Cardiovascular disease refers to conditions that affect the heart and blood vessels and is one of the leading causes of heart attacks. Several factors can increase the risk of developing heart disease, including high blood pressure, high cholesterol, smoking, obesity and a sedentary lifestyle.&nbsp;Understanding these risk factors is essential for prevention, as many of them can be managed or reduced through lifestyle changes and regular health checks.&nbsp;&nbsp;<h2 id="60276642-f5ac-44f1-ba5d-49f85d45851b" data-toc-id="60276642-f5ac-44f1-ba5d-49f85d45851b">Uncontrollable risk factors for heart disease&nbsp;</h2>Some risk factors for heart disease cannot be changed. The risk of heart disease increases with age, particularly for men over 45 and women over the age of 55. A family history of heart disease can also increase the risk.&nbsp;Men generally have a higher risk of heart attack at a younger age compared to women, although women’s risk increases after menopause. Certain ethnic groups may also have a higher risk of heart disease due to genetic and environmental factors.&nbsp;While these risk factors cannot be controlled, being aware of them allows for early action and prevention. Taking a proactive approach to heart health can significantly reduce the risk of a heart attack and improve overall well-being.&nbsp;<h2 id="f86775d7-7593-4d06-879f-156d07845c0f" data-toc-id="f86775d7-7593-4d06-879f-156d07845c0f">Healthy lifestyle choices for a healthy heart&nbsp;</h2>Making healthy lifestyle choices plays a major role in supporting long-term heart health.&nbsp;What you eat has a direct impact on your heart. A heart-healthy diet should focus on:&nbsp;<ul><li>Fruits and vegetables - these provide fibre, vitamins and antioxidants&nbsp;</li></ul><ul><li>Whole grains - such as brown rice, oats and wholemeal bread&nbsp;</li></ul><ul><li>Healthy fats - found in seeds, avocados, olive oil and nuts&nbsp;</li></ul><ul><li>Lean proteins - such as beans, fish and legumes (plants in the pea family)&nbsp;</li></ul>Food high in salt, sugar and unhealthy fats should be limited as they can raise blood pressure and increase cholesterol levels.&nbsp;Regular physical activity helps keep your heart strong and improves circulation. Activities such as walking, swimming, jogging or dancing are all beneficial. Even a brisk 30-minute walk each day can help keep your heart healthy.&nbsp;Maintaining a healthy body weight reduces the risk of high blood pressure, high cholesterol and diabetes. Reducing alcohol intake and smoking are also important, as excessive alcohol, along with smoking, can weaken the heart muscle and raise blood pressure.&nbsp;Managing stress is another key part of protecting your heart. Stress is common in both work and home environments, so taking time to relax with family, friends or in nature can help reduce its impact.&nbsp;Sleep is also vital for keeping your body, mind and heart healthy. Adults should aim for seven to nine hours of sleep each night. Reducing screen time before bed and limiting fluids in the evening may also help improve sleep quality.&nbsp;&nbsp;<h2 id="7edfaf10-e48d-4879-9df4-9e6cf6317dd4" data-toc-id="7edfaf10-e48d-4879-9df4-9e6cf6317dd4">CPR Awareness: Knowing what to do in an emergency&nbsp;</h2>During Heart Month, it’s also important to remember that knowing how to respond in a cardiac emergency can save lives. Cardiopulmonary resuscitation (CPR) can help maintain blood flow and oxygen to vital organs if someone’s heart stops.&nbsp;▶ Watch our CPR video to learn the basic steps and build confidence in an emergency:&nbsp;<div data-youtube-video="" src="https://youtu.be/YbsybYuoJFw" data-width="100%" data-height="480" data-align="center" data-start="0"><iframe src="https://www.youtube.com/embed/YbsybYuoJFw" width="640" height="480" allowfullscreen="true" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" frameborder="0"></iframe></div>Learning CPR is a practical way to support heart health in your community and help you be prepared to act if someone experiences a cardiac arrest.&nbsp;<h2 id="099e048f-f704-4495-b5e9-36b22d1ca2e7" data-toc-id="099e048f-f704-4495-b5e9-36b22d1ca2e7">Looking after your heart&nbsp;</h2>This Heart Month, looking after your heart isn’t about making huge changes overnight; it’s about small, consistent choices that add up over time. You are the only person who can truly take care of your heart.&nbsp;&nbsp;By eating a balanced diet, staying active, managing stress, getting enough sleep and attending regular health checks, you can significantly reduce your risk of heart disease. Your heart works tirelessly to support you every day, so take this opportunity to return the favour. A healthier heart means a healthier you, not just this month, but for life.&nbsp;

This Heart Month, learning more about your heart is a simple but effective way to support long-term health and protect the organ that keeps you going. 

Heart smart: tips to understand, protect and care for your heart this February

Sexual harassment will become a "qualifying disclosure" under whistleblowing law from April 2026. This will mean protection from detriment and unfair dismissal for whistleblowers making a sexual harassment disclosure. So, this will mean that a complaint or report of sexual harassment at work will be treated as a protected disclosure under whistleblowing legislation.Employers will need to update their Whistleblowing Policy to maintain compliance with the amended legislation.<h2 id="cea115fb-a14d-4667-a554-0c8d882c5935" data-toc-id="cea115fb-a14d-4667-a554-0c8d882c5935">What is Whistleblowing? </h2>UK law protects workers who raise concerns about wrongdoing in the public interest. Such concerns include criminal offenses, dangers to health and safety, environmental damage and breaches of legal duty. These protections are set out in the Public Interest Disclosure Act 1998.To qualify for protection, a disclosure must relate to specific types of wrongdoing (such as those noted above) and be made to an appropriate person, such as an employer or regulator. Where a disclosure meets the legal test, workers are then protected from being dismissed or subjected to detriment (e.g. disciplinary action, demotion, blocked from training, etc.) because they spoke up.There is no minimum length of service required for whistleblowing protection.If a tribunal finds that a dismissal or other adverse treatment was “materially influenced” by a protected disclosure then the employer can face an uncapped compensation award.Sourced by: Gavin Parrott

Sexual harassment will become a "qualifying disclosure" under whistleblowing law from April 2026.

Changes to Whistleblowing protections under UK law

A new report by Empathy indicates a significant lack of employer support to employees when they are grieving. The report highlighted that as the UK has an ageing population there are now more people caring for ageing parents whilst simultaneously supporting their immediate families.The consequence is that an increasing proportion of UK employees are carrying a significant burden when a loved one dies. This cohort of employees have to balance months of administrative, legal, financial and emotional strain from a bereavement with attempting to stay productive at work.Empathy’s findings show employers struggle to keep pace with the increase in bereavement related pressures. The report shows a gap between what employees need and what their employer provides. This misalignment is undermining employee wellbeing, productivity, and retention.<h2 id="afcdefef-cf0d-49a6-942f-0a6c32c472c0" data-toc-id="afcdefef-cf0d-49a6-942f-0a6c32c472c0">Employer risks</h2>Employees now expect meaningful support from their employers following a bereavement.The Empathy data shows that 48% of employees that have experienced a loss would leave their job if the support from their employer was inadequate. This figure is highest amongst younger generations with 57% of Millennials and 74% of Gen Z saying they would leave if they deemed the support inadequate.The findings show that 92% of employee placed a high value on bereavement related employee benefits.23% of employees said the level of bereavement related benefits would influence their decision when considering a potential new employer. 100% of Gen Z employees placed a high value on bereavement-related employee benefits. The data indicates the wellbeing expectations younger workers now expect from their employers.<h3 id="fa7d79ed-e7c5-4963-a4de-6277ec3bf92e" data-toc-id="fa7d79ed-e7c5-4963-a4de-6277ec3bf92e">The breakdown of the most valuable benefits when considering an employer was:</h3><ul><li>23% bereavement support</li><li>17% parental leave</li><li>11% Employee Assistance Programme (EAP) and counselling services</li><li>5% gym membership and fitness benefits</li></ul>Impact and cost to employers of inadequate bereavement supportThe data shows the significant and long-lasting impact of bereavement on employees.In the first 12 months after a bereavement, 30% of employees still regularly struggle to concentrate at work. Furthermore, 27% of employees acknowledged that they were less productive.The most impacted generational group are millennials. 37% regularly struggled to concentrate and 35% had lower productivity. Furthermore 16% of the cohort were frequently missing work in the months after losing a loved one.The findings indicate that a Bereavement Policy alone is insufficient and employers need to offer more to grieving employees.<h3 id="b5334649-8127-4a0f-a38c-6e71b92abb72" data-toc-id="b5334649-8127-4a0f-a38c-6e71b92abb72">Employer options might include</h3><ul><li>Holding Manager and Employee 121s to identify the support the employee needs</li><li>Giving access to an EAP (employee assistance programme)</li><li>Paying for counselling sessions (or paying for time off to attend appointments)</li><li>Paying for access to financial advice (or paying for time off to attend appointments)</li><li>Temporarily adjusting workings hours or days</li></ul>The research shows a current need for employers to be ready to step in with bereavement support that is both practical and people focused.Sourced by: Gavin Parrott

A new report by Empathy indicates a significant lack of employer support to employees when they are grieving. 

Shortfall in support from employers to grieving employees 

A non-binary NHS therapist, who brought a harassment claim against their employer, has lost their tribunal case when it was ruled that they did not have the protected characteristic of gender reassignment.The employee, Haech Lockwood, had made a claim of harassment relating to gender reassignment which involved incidents where they had been “mis-pronounced” and “deadnamed.” Deadnamed is the act of calling a transgender person or non-binary person by the name that they no longer use because it matched the gender they were said to have at birth.Lockwood was born female and given the name Heather. They identify as non-binary and use the pronouns they/them. When they first applied for their job, they informed the NHS that they were non-binary. After starting in the role an email was sent to colleagues in their team saying they wished to be known as Haech Lockwood. The email said they identified as trans/gender fluid, their pronouns were they/them and they did not identify as male or female.The email also said that use of their deadname caused gender dysmorphia.The incidents of alleged harassment included delays in updating the trust’s IT systems once Lockwood had changed their first name by deed pool. Lockwood also received a letter from occupational health addressed to “Other Heather Lockwood.” They were referred to as “her” by IT support, “she” at a Covid clinic and by their deadname in patient communications.The tribunal considered Section 7 of the Equality Act and previous tribunal cases in which gender reassignment is intended to cover a “spectrum of moving away from birth sex” (i.e. moving from point A to Z where A and Z are biological sex).<h2 id="5aec4551-3cba-451e-bb8e-262fea967e13" data-toc-id="5aec4551-3cba-451e-bb8e-262fea967e13">The relevant premises being:</h2><ul><li>someone describing themselves as non-binary is not a point A or Z</li><li>someone describing themselves as gender fluid is at different places between point A and Z</li><li>someone transitioning is moving from point A but not necessarily ending at point Z<h2 id="0d1e1d47-c6ea-4de5-b483-64351fea58b9" data-toc-id="0d1e1d47-c6ea-4de5-b483-64351fea58b9">Tribunal Findings</h2></li></ul>The tribunal said, “the claimant is non-binary. Their sex at birth was female. They have no intention to transition to the male sex. Then have changed their name by deed poll to Haech and live under that name. They have the preferred pronouns of they/them. The claimant intends taking no other steps to change their sex, medical or otherwise.”The judgement cited the Supreme Court’s recent finding (in the For Women Scotland case) that “sex” within the Equality Act 2010 means biological sex and therefore sex is a binary concept i.e. male and female.The tribunal asked “what journey” did Section 7 of the Equality Act require the employee to be on for them to have the protected characteristic of gender reassignment? Referring to the Supreme Court ruling that sex is biological and binary then the “journey” can only be from one sex to another.Section 7 protects the process of reassignment and the protections for “sex” and “gender reassignment” are separate for the purposes of discrimination with each having separate protections.The actions taken by the employee were steps to move away from the female sex to a different gender identity (i.e. non-binary). These were not steps to reassign their sex from female to male.Consequently, the tribunal found that Lockwood “does not have the protected characteristic of gender reassignment.”The tribunal did acknowledge Lockwood was offended and upset by the incidents but could not conclude that these had violated their dignity.Whilst this finding does not set a precedent in case law unless the decision is upheld at appeal it is a significant guide for how gender identity should be interpreted under the Equality Act.Sourced by: Gavin Parrott

A non-binary NHS therapist, who brought a harassment claim against their employer, has lost their tribunal case

Being non-binary does not give transgender protections under Equality Act to NHS Therapist 

The new regulations arising from the Employments Rights Act 2025 have now given us more details on the changes taking effect from April 2026, which will benefit many parents in the workplace.<h2 id="31c14c7d-d333-45fe-ab07-865fd9fb646b" data-toc-id="31c14c7d-d333-45fe-ab07-865fd9fb646b">Here is a summary of the amendments:</h2><h3 id="55d4bb6d-2678-494f-bb24-fc63a0221da0" data-toc-id="55d4bb6d-2678-494f-bb24-fc63a0221da0">Paternity leave</h3>Employees will have the right to take statutory paternity leave from their first day of employment. This change will remove the existing six-month qualifying period before an employee can take statutory paternity leave.<h3 id="23f44620-bca9-4994-b369-393858894eca" data-toc-id="23f44620-bca9-4994-b369-393858894eca">Bereaved partners paternity leave</h3>A new “paternity leave for bereaved partners” will provide up to 52 weeks of leave for fathers and partners who lose their partner before their child’s first birthday. The new right effectively passes the maternity leave entitlement from the mother to the father/partner in the tragic event of the mother dying.<h3 id="52c6eafe-dc17-4f69-aadc-ba7cabcf5974" data-toc-id="52c6eafe-dc17-4f69-aadc-ba7cabcf5974">Parental leave</h3>Employees will have the right to take parental leave from their first day of employment. This change will remove the existing 1 year qualifying period before an employee becomes eligible. Parental leave is the entitlement to 18 weeks of unpaid leave for each child until that child is 18. It must be taken in a minimum of a block of 1 week with a maximum off 4 weeks a year for each child.Sourced by: Gavin Parrott

Employments Rights Act 2025 have now given us more details on the changes taking effect from April 2026, which will benefit many parents in the workplace.

Paternity and parental leave changes in April 2026

Just before the Christmas break, Adam Worth, Head of Learning at SSG, had the pleasure of visiting Canada Hill Primary School in Newton Abbot to donate a selection of anti-choking first aid devices, both fixed and portable. These vital tools will help make the school an even safer environment for every child who walks through its doors.The donation was inspired by the school’s fantastic School Council - a group of incredibly dedicated primary-aged pupils who worked hard to raise funds for these life-saving devices. We were delighted to support their efforts and help turn their commitment to safety into a reality.Supporting meaningful community initiatives like this is something we’re incredibly proud of, because investing in safety today helps protect the future tomorrow.<span style="font-size: 16px; font-family: segoe-ui, Inter, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, Segoe UI, Roboto, Helvetica Neue, Arial, Noto Sans, sans-serif, Apple Color Emoji, Segoe UI Emoji, Segoe UI Symbol, Noto Color Emoji; color: rgb(15, 23, 42)">For more information about our first aid initiatives, please call our Customer Service team on 01752 201616.

We visited Canada Hill Primary School in Newton Abbot to proudly donate a selection of anti-choking first aid devices.

A heart-warming December highlight!

At SSG, we’re pleased to announce the continued expansion of our e-learning portfolio, further strengthening our range of online health and safety training courses for organisations and individuals. As demand for flexible and accessible learning continues to grow, SSG’s e-learning solutions provide high-quality training that supports compliance, competence and safer working environments.Developed to meet the needs of modern workplaces, SSG’s e-learning courses enable learners to access training at a time and place that suits them, while ensuring content remains aligned with current legislation and recognised industry standards.<div data-type="horizontalRule"><hr></div><h2 id="be071ebb-b86b-4fd7-a838-a04ad681be93" data-toc-id="be071ebb-b86b-4fd7-a838-a04ad681be93">Benefits of SSG e-learning courses</h2>SSG’s e-learning courses offer practical benefits for both employers and learners, supporting effective and consistent health and safety training across a wide range of industries. Key benefits include:<ul><li>Flexible online learning that allows learners to progress at their own pace</li><li>24/7 accessibility from any location with an internet connection</li><li>High-quality course content developed by expert trainers</li><li>A cost-effective training option that reduces time away from the workplace</li></ul>These benefits help organisations maintain strong training standards while supporting individual learning and development.<div data-type="horizontalRule"><hr></div><h2 id="ac24bc8a-0e9a-4524-aa90-66563a29644d" data-toc-id="ac24bc8a-0e9a-4524-aa90-66563a29644d">SSG’s expanding e-learning course portfolio</h2>Our e-learning portfolio continues to grow, providing a broad range of accredited and awareness-based courses covering essential health, safety and wellbeing topics.<div data-type="columns" class="layout-two-column"><div data-position="left" data-type="column"><h3 id="fde0f52e-f2a4-4242-ae5c-bc2b3bc87466" data-toc-id="fde0f52e-f2a4-4242-ae5c-bc2b3bc87466">The current e-learning offering includes recognised qualifications such as:</h3><ul><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/asbestos-awareness">UKATA Asbestos Awareness</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/asbestos-awareness-refresher">UKATA Asbestos Awareness Refresher</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/managing-safely-e-learning">IOSH Managing Safely</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Working-Safely-e-learning">IOSH Working Safely</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/nebosh-national-general-certificate-in-occupational-health-and-safety">NEBOSH National General Certificate in Occupational Health and Safety</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/NEBOSH-IGC-Occupational-Health-and-Safety">NEBOSH International General Certificate in Occupational Health and Safety</a></li></ul></div><div data-position="right" data-type="column"><h3 id="02e4069c-ccb3-49d1-89e0-b9f46fdd2f6c" data-toc-id="02e4069c-ccb3-49d1-89e0-b9f46fdd2f6c">SSG also offers a growing range of awareness courses designed to increase understanding of common workplace risks, including:</h3><ul><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Noise-Awareness-e-learning-course">Noise</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/slips-and-trips-awareness-e-learning-with-SSG">Slips and Trips</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/substance-abuse-at-work-awareness-e-learning-with-SSG">Substance Abuse at Work</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Sexual-Harassment-Training">Sexual Harassment</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/radiation-awareness-e-learning">Radiation</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/vibration-awareness-e-learning">Vibration</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/violence-at-work-awareness-e-learning-with-SSG">Violence at Work</a></li><li><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/WSAH-e-learning">Working Safely at Heights</a></li></ul></div></div>These courses support organisations in raising workforce awareness, promoting positive behaviours, and strengthening workplace safety culture.<div data-type="horizontalRule"><hr></div><h2 id="539b9c27-7dea-4ccd-bf65-4204f9439457" data-toc-id="539b9c27-7dea-4ccd-bf65-4204f9439457">How SSG e-Learning solves your training challenges</h2><div data-type="columns" class="layout-two-column"><div data-position="left" data-type="column"><h3 id="4615cb89-a9c4-4dd9-8bc8-8bd2d7d9f976" data-toc-id="4615cb89-a9c4-4dd9-8bc8-8bd2d7d9f976">Many organisations face similar challenges:</h3><ul><li>Releasing staff for face-to-face training</li><li>Managing training across multiple locations</li><li>Ensuring consistent standards and compliance</li><li>Balancing time, cost and operational pressures</li></ul></div><div data-position="right" data-type="column"><h3 id="6a47c41b-5c7d-49e4-a473-20a35115a58a" data-toc-id="6a47c41b-5c7d-49e4-a473-20a35115a58a">Our selection of e-learning courses helps you:</h3><ul><li>Maintain compliance with UK legislation</li><li>Train staff consistently across locations</li><li>Reduce training downtime and costs</li><li>Provide accessible learning for all employees</li><li>Support ongoing development through refresher training</li></ul></div></div>Backed by SSG’s expert consultant, our e-learning delivers more than just information - it supports real-world application, professional development and improved workplace safety standards.<div data-type="horizontalRule"><hr></div><h2 id="1cd0d33c-d0b5-4e88-a0a1-b97d5a896ef2" data-toc-id="1cd0d33c-d0b5-4e88-a0a1-b97d5a896ef2">More e-learning courses coming soon</h2>As part of its ongoing commitment to providing effective and innovative training solutions, SSG will continue to expand its e-learning portfolio. New courses will be added to ensure organisations and individuals have access to relevant, up-to-date training that reflects changing legislation and industry needs.<div data-type="horizontalRule"><hr></div><h2 id="3481b6fe-d3ce-48ce-bd2f-8a67c4837f97" data-toc-id="3481b6fe-d3ce-48ce-bd2f-8a67c4837f97">Get started with SSG e-learning</h2>For organisations: Explore scalable health and safety e-learning and HR e-learning training to support compliance, competence and culture across your workforce.For individuals: Build your knowledge, gain recognised qualifications and progress your career with flexible, expert-led online learning.For members: Access exclusive training, updates and consultancy support designed to add even more value to your membership.Get in touch today to discuss your training needs or explore our full e-learning portfolio.<div data-type="horizontalRule"><hr></div>SSG – expert health, safety and HR e-learning training, backed by consultancy you can trust.To learn more about SSG’s e-learning courses or to discuss your organisation’s training requirements, visit <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Contact Us - SSG Training &amp; Consultancy</a> or contact the SSG team today on 01752 206161.

At SSG, we’re pleased to announce the continued expansion of our e-learning portfolio, further strengthening our range of online health and safety training courses for organisations and individuals.

SSG continues to expand its e-learning portfolio

<h1 id="b81ecb54-a2f4-41d8-9114-52a2c1c35a4d" data-toc-id="b81ecb54-a2f4-41d8-9114-52a2c1c35a4d">1. Right to claim unfair dismissal will apply after six months of Service </h1>The Employment Rights Bill (ERB) is finally moving forward after the government agreed to forego a manifesto pledge that employees would be given a day one right to claim for unfair dismissal.Having faced opposition from the House of Lords and employer groups - the government has amended the bill so that the new legislation which will now grant employees the right to bring a claim for unfair dismissal after six months service. Also, the previous suggestion of a “light touch” dismissal process in the first nine months will not be proceeding.This means employers can apply their probation review processes and dismiss a new starter within six months if they are not meeting the requirements of their role.However, there will still be new day one rights coming into effect.<h2 id="5b7526f0-7bb7-47b8-84d4-1f5eca74035e" data-toc-id="5b7526f0-7bb7-47b8-84d4-1f5eca74035e">Statutory Sick Pay</h2>From April 2026 - employees will be entitled to statutory sick pay from day one of employment and from day one of a sickness absence with the three “waiting days” being removed.<h2 id="4bea67ff-508f-4987-9dc4-5fadd02601c0" data-toc-id="4bea67ff-508f-4987-9dc4-5fadd02601c0">Paternity Leave</h2>From April 2026 - employees will be able to give notice and take paternity leave from their first day in a new role.<h1 id="c8922528-0557-41d8-9f28-7d42c939af6e" data-toc-id="c8922528-0557-41d8-9f28-7d42c939af6e">2. New employer to notify employees of right to join a union</h1>The ERB will introduce a new duty on employers to provide employees with a written statement setting out their right to join a trade union. Under the legislation employers will be required to write to existing employees and state they have the right to join a union.We understand that the government will be providing a “standardised statement” which employers can include when writing to their employees to explain their right.New employees must be issued with a “statement” at the same time as they receive their written statement of employment particulars. This means that the “statement” needs to be issued by no later than day one of employment thereby aligning with when employment contracts must also be issued to new starters. There will be an ongoing requirement to inform existing employees of their right to join a union.Consultation for how and what this will look like are ongoing.We expect employers to be required to issue annual reminders to employees (e.g. letters, emails, etc). In addition, employers can communicate details of the right to join a union on their intranets, notice boards, newsletters, etc., so they can evidence that they are fulfilling their duty.This new duty is expected to be brought into force by October 2026.<h2 id="928975e9-2e5d-4f3f-b2e4-fcb4281d85fd" data-toc-id="928975e9-2e5d-4f3f-b2e4-fcb4281d85fd">You might be wondering why this is necessary?</h2>Well, the rationale is that the Government considers that a lack of awareness amongst employees of their right to join a trade union is contributing to a decline in trade union membership.In 2024, union membership was at 22% of UK employees which is the lowest level on record. The new duty is intended to address this issue. The aim being that increased employee awareness will lead to increased trade union membership “and establish a more level playing field for workers.”<h2 id="8fb65014-ee98-400d-a268-062d7c377024" data-toc-id="8fb65014-ee98-400d-a268-062d7c377024">Consequences of failing to notify employees of their right to join a Union?</h2>Employees will not be able to bring a standalone claim at an Employment Tribunal. However, if an employee succeeds with another claim, any failure to notify (i.e. of the right to join a union) may result in an award of between two and four weeks’ pay.We will be sending further updates via e-bulletins as we receive further details on the ERB.Sourced by: Gavin Parrott

The Employment Rights Bill (ERB) is finally moving forward after the government agreed to forego a manifesto pledge that employees would be given a day one right to claim for unfair dismissal.

Employment Rights Bill Update

The government has announced the new statutory pay rates that will come into effect from 06 April 2026.Statutory maternity, paternity, adoption, shared parental, neonatal care and parental bereavement leave pay rates will all increase from £187.17 to £194.32 per week.Statutory Sick Pay rates will increase from £118.75 to £123.25 per week.<h2 id="88c00f7e-8590-4113-ba4a-4a967589d507" data-toc-id="88c00f7e-8590-4113-ba4a-4a967589d507">2026 Increases to National Minimum Wage and Living Wage rates</h2>The government has announced the new National Minimum Wage and National Living Wage rates that will come into effect from 01 April 2026.<h3 id="f8f67037-d5f3-40f0-bee8-e1dbea4f4663" data-toc-id="f8f67037-d5f3-40f0-bee8-e1dbea4f4663">The new hourly rates will be:</h3><table style="minWidth: 50px"><colgroup><col><col></colgroup><tbody><tr><td colspan="1" rowspan="1">21 and over</td><td colspan="1" rowspan="1">£12.71</td></tr><tr><td colspan="1" rowspan="1">18- 20 years old</td><td colspan="1" rowspan="1">£10.85</td></tr><tr><td colspan="1" rowspan="1">Under 18s</td><td colspan="1" rowspan="1">£8.00</td></tr><tr><td colspan="1" rowspan="1">Apprentices</td><td colspan="1" rowspan="1">£8.00</td></tr></tbody></table>Sourced by: Gavin Parrott

The government has announced the new statutory pay rates that will come into effect from 06 April 2026.

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