AM Employment Law Ltd

AM Employment Law Ltd Specialist employment law advice for employers and employees in Elgin, Moray.

SUPPORTING MENTAL HEALTH AS AN EMPLOYERSupporting employee mental health isn’t just the right thing to do, it is also ab...
14/05/2026

SUPPORTING MENTAL HEALTH AS AN EMPLOYER

Supporting employee mental health isn’t just the right thing to do, it is also about managing legal risks.

When concerns are ignored or handled incorrectly this can lead to:
• Discrimination
• Grievances
• Unfair or constructive dismissal claims
• Reputational damage

Employers should feel confident in:
• Having open and appropriate conversations
• Following clear internal processes
• Making informed and fair decisions
• Knowing when to seek legal advice

Employers have a duty of care to their employees including their welfare, this means employers should:
• Assess workplace stress such as workload, bullying, lack of support
• Take steps to reduce those risks
• Check in with employees and take on board their feedback
• Provide a safe working environment
• Keep employee health information confidential

Getting it right means taking reasonable and informed steps to support your workforce.

If you are unsure whether your processes or policies are fit for purpose, a review of these could save significant time and cost later.



REASONABLE ADJUSTMENTS: WHAT DOES THAT MEAN?In reality reasonable adjustments are often small practical changes that can...
13/05/2026

REASONABLE ADJUSTMENTS: WHAT DOES THAT MEAN?

In reality reasonable adjustments are often small practical changes that can make a big difference to an employee’s working day.

For employees experiencing mental health challenges, adjustments may include:
• Adjusted workloads or deadlines
• Adjusted working hours
• Hybrid or remote working
• Time off for appointments
• Support

What is ‘reasonable’ depends on:
• The size and resources of the business
• The practicality of the adjustment
• The impact on the role and other staff

For employers this is not just good practice, it can be a legal obligation as failing to make reasonable adjustments can amount to discrimination.

If handled properly reasonable adjustments can:
• Improve productivity
• Reduce absence
• Create a healthier workplace
• Increase communication

If you are unsure what counts as ‘reasonable’ or how to implement adjustments fairly, getting the right advice early can prevent bigger issues early on.



MENTAL HEALTH AT WORK: KNOW YOUR RIGHTSIf your mental health condition has a substantial and long-term adverse effect on...
12/05/2026

MENTAL HEALTH AT WORK: KNOW YOUR RIGHTS

If your mental health condition has a substantial and long-term adverse effect on your normal day-to-day activities, it may be considered a disability under the Equality Act 2010. This means your employer may have a legal duty to:
✅Make reasonable adjustments
✅Avoid discrimination e.g treating someone with a mental health condition less favourably
✅Provide a supportive working environment

You should not feel uncomfortable at work asking for support.

If you are unsure about your rights or how to approach the conversation with your employer, it may help to obtain clear confidential advice.




✨Celebrating 20 Years of Moray Business Women✨Adelle and Kerrie had a great time on Friday night celebrating 20 years of...
11/05/2026

✨Celebrating 20 Years of Moray Business Women✨

Adelle and Kerrie had a great time on Friday night celebrating 20 years of Moray Business Women.

The casino games were the highlight of the night, even if we didn’t win enough chips to snap up the bottle of champagne!!

Although we were celebrating, the event was also to raise vital funds for Moray Fresh Start.

A huge thank you to the Moray Business Women committee for arranging such a good evening.



MENTAL HEALTH AWARENESS WEEKThis week (11th to 17th May) is Mental Health Awareness Week and this year’s theme is TAKE A...
11/05/2026

MENTAL HEALTH AWARENESS WEEK

This week (11th to 17th May) is Mental Health Awareness Week and this year’s theme is TAKE ACTION.

In support of Mental Health Awareness week, we will share a series of posts explaining mental health in the workplace, what your rights may be as an employee and how employers should support mental health in the workplace.

Certain mental health conditions may amount to a disability under the Equality Act 2010 if it meets the following criteria: a physical or mental impairment that has a substantial and long-term adverse effect on the person’s ability to carry our normal day-to-day activities.

Some examples of common mental health conditions that may meet this criteria are depression, anxiety, bipolar disorder, OCD, PTSD and ADHD.

Regardless of whether a mental health condition amounts to a disability, employers should:
• Act reasonably
• Take concerns seriously
• Make informed decisions
• Seek advice when needed

Supporting mental health in the workplace can be a significant benefit to both the employee and the employer.



Hello everyone, 👋Adelle and Kerrie have received a lovely testimonial from one of our recent clients. It has been an ext...
24/04/2026

Hello everyone, 👋

Adelle and Kerrie have received a lovely testimonial from one of our recent clients. It has been an extremely busy start to the year, and we are so glad to hear that we are managing to keep up our usual standards of service.

Along with assisting clients with the Employment Rights Act changes we have dealt with an unusually high number of new queries regarding settlement agreements, redundancies, employee conduct, employee sickness, business sales, disciplinaries, and grievances.

Of course, if there is anything you need assistance with, please do not hesitate to contact us at the office.

Wishing everyone a nice weekend 🌞.

Adelle, Alison, and Kerrie




📢ANNUAL LEAVE RECORDS TO BE KEPT FOR 6 YEARSLast week the Government published enabling regulations in relation to the c...
30/03/2026

📢ANNUAL LEAVE RECORDS TO BE KEPT FOR 6 YEARS

Last week the Government published enabling regulations in relation to the changes in employment law coming into force on 6th April 2026.

❗They have announced that employers must keep annual leave records for SIX YEARS❗

Prior to these regulations being published there was no indication that this obligation was going to come into force in April.

What should you do:
• Ensure you have a system of recording and storing annual leave details
• Ensure managers are aware of how to accurately record annual leave
• Ensure your annual leave system is up to date

Please let us know if you have any queries about this new obligation.




⚖EMPLOYMENT LAW CHANGES YOU NEED TO KNOW ABOUT⚖❓ Do you know what employment laws are changing on 6th April 2026w with t...
26/03/2026

⚖EMPLOYMENT LAW CHANGES YOU NEED TO KNOW ABOUT⚖

❓ Do you know what employment laws are changing on 6th April 2026w with the introduction of the Employment Rights Act 2025?

❓ As an employer do you know what you should be doing to prepare for these changes?

❓ As an employee do you know what your new rights will be?

See our pictures below for information on what is changing on 6th April 2026 and how you should be preparing for these changes. More changes are planned in October 2026 and into 2027 so keep an eye out for those updates.

If you have any queries or would like assistance implementing these changes, please contact us at the office.




Bereaved Partner’s Paternity Leave – 6th April 2026Separate to the Employment Rights Act 2025 a new period of leave will...
24/03/2026

Bereaved Partner’s Paternity Leave – 6th April 2026

Separate to the Employment Rights Act 2025 a new period of leave will be introduced next month.

Details are noted in the image below and it is designed to support a partner who becomes a sole or primary carer following the mother or primary adopter’s death within the first year of the child’s life or placement with a family.

We will be adding this new policy to our Family Friendly Policy section of the Staff Handbook and to any employers who have requested a handbook update for the Employment Rights Act 2025.

Feel free to get in touch if you would like a draft policy.

Staff should be made aware of this new leave and managers should be trained in how to handle requests.




💷Employment Law Update💷New compensation limits for tribunal awards and statutory payments take effect from 6th April 202...
23/03/2026

💷Employment Law Update💷

New compensation limits for tribunal awards and statutory payments take effect from 6th April 2026 under The Employment Rights (Increase of Limits) Order 2026.

The main increases are detailed in the attached image.

📢 Remember that any limit on the compensatory award for unfair dismissal is being abolished for dismissals occurring in or after January 2027 provided the legislation changes as planned.

If you have any queries about these new limits, please let us know.




Address

Victoria House, 10 Victoria Crescent
Elgin
IV301RQ

Telephone

+441343569293

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