Mark Mason Employment Law

28/05/2026

We're recruiting for a paralegal (full-time or part-time, with a mix of in-office and at-home working).

Are you a detail‑driven person with an interest in employment law and a talent for turning complex rules into clear, practical guidance? Join our specialist company with a reputation for high‑quality advice, loyal and appreciative clients, and a genuinely supportive team.

We’re looking for someone with a law degree who enjoys structure, precision, and problem‑solving.

Main duties will include:-
- Updating HR Handbooks
- Maintaining a library of precedents and other resources
- Helping ensure clients benefit from clear, practical support

For more information or to request an application pack, please email [email protected]

27/03/2026

This week we are highlighting the main changes in employment law coming into force next month. Today, we're focusing on a change to Parental Bereavement Leave, which is taking effect in Northern Ireland, but not Great Britain.

We hope this short video series is helpful. Please get in touch with any queries.

26/03/2026

This week we are highlighting the main changes in employment law coming into force next month. Today, we're focusing on changes to paternity leave which will come into effect in Great Britain only - not NI. Tomorrow, we will look at a change affecting NI, but not GB!

We hope this short video series is helpful. Please get in touch with any queries.

25/03/2026

This week we are highlighting the main changes coming into effect in employment law next month. Today, we're focusing Statutory Sick Pay. This change affects both GB and NI.

We hope this short video is helpful. It is intended as a short summary only. Please get in touch if you have any queries.

24/03/2026

There are plenty of changes coming into force in employment law next month. Over the next few days, we will be posting short summary videos giving the headlines and main things to consider. In the meantime, here's a table setting out the main changes coming into force and which will apply in NI and which will apply in GB. Hope this is helpful. Feel free to get in touch with any queries.

27/01/2026

☔️ 💨 Storm Chandra 💨 ☔️

With lots of schools closing today at short notice, what if an employee can’t come to work because they have no childcare for today?

Employees are entitled to reasonable time off work (without pay) to deal with an urgent care need that arises. A school closure at short notice is one scenario that would qualify - as would a child becoming ill and unable to go to school or daycare.

Employees and employers can agree that the day be taken as paid annual leave if that suits both parties. If not, the day can be taken as unpaid leave.

It can be disruptive for employers when employees are unexpectedly unable to work at short notice.

While employees have the right to take time off to deal with emergencies, employers can reasonably expect the responsibility to be shared between both parents - where both are responsible for caring for the child.

If both parents are involved in the child’s life, it should not always fall to one parent to take the time off work when the child is sick or school has to close.

It is reasonable for employers to expect parents, where possible, to arrange alternative childcare so the need to take time off work to deal with these emergencies is kept to a minimum.

What is considered reasonable will depend on the nature of each employee’s home circumstances. If an employer feels an employee is taking too much time off to deal with childcare issues, they should approach the conversation sympathetically and be willing to listen. Some employees may need more time than others.

Equally, employees must do their best to keep these absences to a minimum by trying to put provisional plans in place to deal with times when children are sick or schools close at short notice.

Please contact us if you have any queries about this.

If you are out in the storm today, take care.

02/12/2025

We're keeping a close eye as the Employment Rights Bill makes its way through Parliament. The latest news last week was that the government has said that qualifying service for unfair dismissal will move to 6 months. They had said the right to claim unfair dismissal would be available from day one. Employers should note that these changes are only applicable in GB. Employment law is devolved in NI and so NI won't automatically follow what's happening in GB.

The right will now be introduced after six months, in a breach of Labour's election manifesto.

28/08/2025

The obligation to make reasonable adjustments for disabilities - and how it applies with respect to neurodivergent employees - is something all employers need to be aware of.

Official data analysed by Sky News shows the number of people in work with disabilities or long-term health conditions has risen by 21% since the pandemic, including a 35% jump in workers with learning difficulties and mental conditions like ADHD.

23/01/2025

RED WEATHER WARNING - ADVICE FOR EMPLOYERS

With the health and safety of employees in mind, employers in areas covered by the red weather warning are advised to consider whether they should close for the day tomorrow to avoid employees potentially putting themselves at risk by trying to attend work.

Whether or not to close for the day is a business decision. However, employers should note that employees should not suffer a detriment if they refuse to travel to work where they reasonably feel there is a serious and imminent risk to their health and safety. So, employees should not be disciplined for refusing to travel to work tomorrow while a red weather warning is in place.

We hope everyone stays safe in the storm

13/12/2024

🎅🎄❄️🎁Christmas party season is upon us. Without wanting to dampen the mood, there's an article on the BBC News website this morning, reporting the settlement of a harassment claim arising out of a Christmas party for £36,000. 😲

More about it and advice from us on steps to take to prevent this happening can be found on the latest blog post on our website.

Employee settles Christmas party harassment case for £36,000 December 13, 2024 / News An employee has settled a harassment case against a colleague and her employer for a total of £36,000. The case against the colleague accused of harassment was settled for £21,000, with a further settlement of ....