People Legal Limited

People Legal Limited We are a niche employment law firm based in Wilmslow, Cheshire.
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Workers are protected by law when raising genuine health and safety concerns in the workplace.In many cases, these conce...
02/06/2026

Workers are protected by law when raising genuine health and safety concerns in the workplace.

In many cases, these concerns may amount to a “protected disclosure” under whistleblowing legislation, particularly where a worker reasonably believes that someone’s health, safety or wellbeing may be at risk and that such danger is a matter of public interest.

Importantly, workers should not be subjected to detrimental treatment for speaking up. This can include disciplinary action, changes to duties or working patterns, exclusion, loss of opportunities, or behaviour that creates pressure for the worker to leave their role.

If an employee is dismissed, or feels forced to resign, because they raised protected concerns, they may be able to bring claims for automatic unfair dismissal. Unlike ordinary unfair dismissal claims, there is no minimum length of service requirement for whistleblowing protection to apply.

Even if the concerns do not qualify as protected disclosures, they could qualify as other health and safety concerns protected by the legislation.

For employers, concerns must be handled carefully, objectively and without retaliation. Workers should feel able to raise genuine concerns without fear of being treated unfairly as a result.

Having clear reporting procedures, properly trained managers, and fair investigation processes can play a key role in reducing both legal and operational risk.

If you would like to know more about whistleblowing, or you would like to learn more about how we can support you, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

⭐️⭐️⭐️⭐️⭐️“Chris is very knowledgeable, honest and professional and went above and beyond what I would have expected wit...
29/05/2026

⭐️⭐️⭐️⭐️⭐️

“Chris is very knowledgeable, honest and professional and went above and beyond what I would have expected with the support and advice he provided to me. I would highly recommend him without hesitation.”

Providing clear, honest and supportive advice is at the heart of what we do. We understand how important it is for clients to feel they have someone in their corner throughout the process; not only offering expert guidance, but also going the extra mile when support is needed most.

If you want to know more about our services, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

Employers are being encouraged to take a more confident and proportionate approach to handling Data Subject Access Reque...
27/05/2026

Employers are being encouraged to take a more confident and proportionate approach to handling Data Subject Access Requests (DSARs) following changes introduced under the new Data (Use and Access) Act.

DSARs, often submitted by employees during workplace disputes or before legal action, can place significant pressure on HR teams, particularly where large volumes of emails, messages and records are involved.

The updated legislation and guidance clarifies that employers are only required to carry out “reasonable and proportionate” searches, rather than exhaustive investigations across every possible source of data.

The changes also reinforce employers’ ability to protect:

* Third-party confidentiality
* Privileged information
* Sensitive internal processes and investigations

Importantly, organisations can now “pause the clock” in certain situations while seeking clarification about the request or verifying identity, helping employers manage complex requests more effectively.

The development comes as many expect DSARs to increase alongside the wider employment law reforms and a likely rise in workplace disputes and tribunal claims.

It is being reported that an employment tribunal has awarded a long-serving property manager almost £400,000 after findi...
21/05/2026

It is being reported that an employment tribunal has awarded a long-serving property manager almost £400,000 after finding he had accrued more than 800 days of untaken annual leave over a number of years.

Mr Ageli had worked for the business since 1987 and argued that repeated requests to take holiday had been refused due to workload pressures and staffing issues. Between 1987 and 1989 he took no holiday at all because he and a personal assistant were the only full-time employees and were needed to keep the business running.

In 2001 and 2004, Mr Ageli received payments of £15,150 and £14,920, respectively, in lieu of holiday. However, an arrangement was then developed whereby untaken leave was carried forward rather than taken.

In May 2022, a new board of directors were appointed, which then began to reduce Mr Ageli’s role. In March 2024, he received an email out of the blue dismissing him with immediate effect, for gross misconduct.

Following the termination of his employment, the employer refused to make payment for the accrued holiday entitlement. However, the tribunal found that there had been a longstanding agreement allowing leave to roll over and be paid at a later stage, resulting in a payment of £391,942.77 for unpaid holiday pay.

The tribunal also upheld the claimant’s unfair dismissal claim, finding that the employer did not have reasonable grounds for the allegations relied upon during the dismissal process, and Mr Ageli was awarded £91,489.73.

It should be noted that this is a Tribunal (rather than appellate) decision and, to our knowledge, there is not yet a written judgment available.

Withdrawing a job offer can sometimes create legal and reputational risks for employers, particularly where the offer ha...
19/05/2026

Withdrawing a job offer can sometimes create legal and reputational risks for employers, particularly where the offer has already been accepted.

Once an unconditional job offer has been accepted, a legally binding contract may already exist - even if the employee has not yet started work. If the employer then withdraws the offer, this could amount to a breach of contract, potentially entitling the individual to compensation such as notice pay and other contractual benefits.

To reduce risk, employers should ensure that offers are clearly stated as conditional where appropriate. Conditions may include satisfactory references, proof of qualifications, right to work checks or medical clearances. If these conditions are not met, the employer is generally in a stronger position to lawfully withdraw the offer.

It is also important to act quickly and communicate clearly if circumstances change. Delays or poor communication can increase potential liability and may also damage the employer's reputation and candidate experience.

If you would like to know more about the legalities of offering someone a role, or you would like to learn more about how we can support you, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

Some of the leading UK trade bodies have called on the government to reconsider proposed changes to zero-hours contracts...
12/05/2026

Some of the leading UK trade bodies have called on the government to reconsider proposed changes to zero-hours contracts, warning they could have significant implications for jobs and labour market flexibility.

The proposals are part of the wider Employment Rights Act reforms, which aim to introduce measures such as guaranteed hours for workers with regular patterns and greater protections around shift cancellations.

However, organisations representing sectors including retail and hospitality have raised concerns that the changes, in their current form, could reduce flexibility for both employers and workers.

In a joint letter to the government, the groups warned that the reforms risk impacting hiring levels and increasing costs, particularly in industries that rely on variable demand and flexible staffing models.

There are also concerns that certain groups, including younger workers and those seeking part-time or flexible roles, could be disproportionately affected if opportunities become more limited.

While the reforms have been welcomed by some as a step towards greater job security, the debate highlights the challenge of balancing worker protection with business flexibility.

Accountancy firm, PwC, has settled an age and disability discrimination claim for £150,000. The claimant, who worked a...
08/05/2026

Accountancy firm, PwC, has settled an age and disability discrimination claim for £150,000.

The claimant, who worked as an executive support assistant and had over 40 years’ service, was concerned when she was questioned about her ability to adapt to new technology and whether training was appropriate “at her age”. She also reported comments suggesting she was nearing retirement and working towards her pension.

Following these concerns, she submitted a formal grievance, stating she felt shocked and upset by what she believed were discriminatory remarks. She also said she was subjected to unjustified performance criticisms by senior colleagues, even though she had strong performance reviews over the years.

An internal investigation found that whilst she had experienced harassment, it did not amount to unlawful discrimination. After an unsuccessful appeal, the case proceeded with support from the Equality Commission for Northern Ireland.

The matter was ultimately settled without admission of liability, with the employee leaving the business as part of the agreement.

The case shows the risks of age-related assumptions and comments in the workplace, particularly where they relate to capability, progression or retirement. And even where internal processes are followed, concerns around fairness and treatment can still lead to significant financial and reputational consequences.

Questioning an employee’s ability to adapt can be appropriate in some circumstances, but it can also become discriminato...
06/05/2026

Questioning an employee’s ability to adapt can be appropriate in some circumstances, but it can also become discriminatory if it is linked to assumptions about a protected characteristic, such as age.

Employers are entitled to address genuine performance concerns, including an employee’s ability to learn new systems or adapt to change.

However, these concerns must be based on objective evidence, not assumptions or stereotypes. For example, suggesting that an employee may struggle with technology because of their age can give rise to discrimination risks.

It is important that all employees are assessed consistently, with performance discussions focused on the individual’s skills, experience and role requirements. Questions around capability should be handled carefully, avoiding language or comments that could be perceived as biased or linked to personal characteristics.

Providing appropriate support, such as training or additional time to adapt, is also key. Taking a fair and balanced approach not only helps employees succeed but also reduces the risk of complaints or legal challenges.

If you would like to learn more about how we can support you, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

⭐️⭐️⭐️⭐️⭐️“Chris was extremely thorough, helpfully explained everything, and sought the best outcome for me. Very quick ...
30/04/2026

⭐️⭐️⭐️⭐️⭐️

“Chris was extremely thorough, helpfully explained everything, and sought the best outcome for me. Very quick to respond to any query I raised. I would highly recommend Chris.”

Providing clear, thorough and responsive support is at the heart of what we do.

We understand how important it is for clients to feel informed and supported throughout the process. Taking the time to explain options clearly, while remaining responsive and focused on achieving the best possible outcome, is central to the service we provide

If you want to know more about our services, visit our website https://people.legal/ or email [email protected] to arrange a chat with a team member.

The UK government has launched a consultation on new regulations aimed at restricting the use of non-disclosure agreemen...
28/04/2026

The UK government has launched a consultation on new regulations aimed at restricting the use of non-disclosure agreements (NDAs) in cases involving workplace harassment and discrimination.

The proposals, introduced under the Employment Rights Act, are designed to prevent NDAs from being used to silence workers who have experienced or reported misconduct.

Under the planned changes, NDAs will be void in circumstances where they attempt to prevent individuals from speaking about harassment, discrimination, or an employer’s response to such issues.

The consultation, which is open until July 2026, is seeking views on the details of how the rules will operate in practice. This includes:

The limited circumstances where confidentiality clauses may still be permitted
The requirement for independent legal advice and informed consent
Whether additional safeguards, such as a cooling-off period, should apply

Importantly, even where NDAs are permitted, workers are expected to retain the right to speak to certain individuals and bodies, including legal advisers and regulators.

The proposals form part of a wider move to address concerns around the misuse of NDAs and the perceived imbalance of power between employers and workers. If implemented, the changes are expected to come into force in 2027.

For employers, this signals a shift towards greater transparency and accountability in how workplace issues are handled, with a clear expectation that NDAs should no longer be used to prevent individuals from speaking out about serious concerns.

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81 Chapel Lane
Wilmslow
SK95JH

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Monday 8:30am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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