Employer Focussed HR and Employment Law Support

Gain free and professional HR advice on a 24/7 HR helpline. This benefit is available to you 365 days a year and is unlimited*. You can also easily access the information and knowledge hub with over 400 free downloadable employment documents. You are also entitled to a free, no obligation, one to one review with a Quest Business Manager to check your levels of HR compliance, advise on any issues you may have and then give an honest appraisal of what you need.

*within reasonable usage

The Easy Way to Health & Safety Compliance

Access over 100 free downloadable template documents via the Information and Knowledge Hub. You can also have a free Health & Safety health check and can speak with experienced Health & Safety advisors via the advice line during office hours. In addition, you are entitled to a one to one review with a Quest Business Manager, where they will discuss how you manage your HR and health & safety matters, discuss any issues you may have and assess your compliance status.

Commercial Legal Services to Support your Business

Chamber Legal is perfect for all businesses, but particularly for small businesses who may not have any in-house legal expertise. You have unlimited* 365 day access to experienced specialist legal advisors via the advice line and can use over 200 free downloadable template documents. The kind of subjects that the advisors can help on include legal disputes, contract disputes, GDPR, company law and data protection.

*within reasonable usage

Expertise on hand to answer your questions or help resolve issues

As an LCCI member, you have unlimited* access to a Tax advice line and VAT advice line to speak with specialists in the area. This is available to you during office hours. The kind of subjects that the advisors can help on include: corporation tax calculations, residency status, VAT & Tax return form help, VAT registration and place of supply rules.

*within reasonable usage

SSP will become a day-one entitlement, with the removal of waiting days and the lower earnings limit. Payments will be made at the flat statutory rate or 80% of normal weekly earnings, if lower. Employers will need to review payroll processes, sickness policies, and absence management procedures.

Paternity leave will also become a day-one right, removing the current 26-week service requirement. This change will require updates to employment contracts, leave policies, and internal guidance for managers. 

Eligibility for unpaid parental leave will move to a day-one right, instead of the current one year qualifying period. Employers will need to ensure their policies and staff handbooks reflect this change and that managers understand the new entitlement. 

Sexual harassment will be included as a new qualifying disclosure under whistleblowing legislation. This strengthens protection for individuals raising concerns and places more responsibility on employers to review whistleblowing procedures, reporting streams, and investigation processes. 

The maximum award for failure to consult during collective redundancy will double from 90 days’ to 180 days’ pay, significantly increasing the financial risk for non-compliance. Employers must ensure their redundancy consultation processes are robust and legally compliant. 

A new enforcement body will be introduced with greater powers to investigate employers and enforce statutory rights. This increases the likelihood of scrutiny and highlights the importance of proactive compliance across HR and employment practices.