Heather
@hthrt28.bsky.social
⚖️ Employment law, collective rights, tech & AI, and the future of flexible work | Policy Advisor @ Acas | Volunteer with Girlguiding Scotland – empowering the next generation of girls | Book lover 📚 | Often found wandering the Highlands & Islands ⛰️
Reposted by Heather
Learn more about the Budget: www.parliament.uk/about/how/ro...
The Budget and Parliament
The Budget is presented to the House of Commons by the Chancellor of the Exchequer each year. MPs debate the proposals and scrutinise the Finance Bill which brings them into law
www.parliament.uk
November 25, 2025 at 5:33 PM
Learn more about the Budget: www.parliament.uk/about/how/ro...
Reposted by Heather
🔴 Watch the Budget live with #BSL interpretation on @ukparliament.parliament.uk channels.
🗓️ 12.30pm GMT, Wednesday 26 November.
🗓️ 12.30pm GMT, Wednesday 26 November.
November 25, 2025 at 5:33 PM
🔴 Watch the Budget live with #BSL interpretation on @ukparliament.parliament.uk channels.
🗓️ 12.30pm GMT, Wednesday 26 November.
🗓️ 12.30pm GMT, Wednesday 26 November.
Full report 👉 www.acas.org.uk/research-and...
November 25, 2025 at 3:38 PM
Full report 👉 www.acas.org.uk/research-and...
I work in policy rather than research, but conflict is central to everything we do. These findings will shape not only Acas’s work but also wider conversations with employers, unions, and policymakers.
November 25, 2025 at 3:38 PM
I work in policy rather than research, but conflict is central to everything we do. These findings will shape not only Acas’s work but also wider conversations with employers, unions, and policymakers.
Resolution varied:
🔵 52% said conflict was resolved informally.
🔵 28% involved formal procedures.
🔵 20% took no action at all.
🔵 52% said conflict was resolved informally.
🔵 28% involved formal procedures.
🔵 20% took no action at all.
November 25, 2025 at 3:38 PM
Resolution varied:
🔵 52% said conflict was resolved informally.
🔵 28% involved formal procedures.
🔵 20% took no action at all.
🔵 52% said conflict was resolved informally.
🔵 28% involved formal procedures.
🔵 20% took no action at all.
Impact matters:
🔵 56% of those in conflict said it led to stress, anxiety or depression.
🔵 1 in 10 reported reduced productivity.
🔵 Around 1 in 20 said conflict contributed to them leaving their job.
🔵 56% of those in conflict said it led to stress, anxiety or depression.
🔵 1 in 10 reported reduced productivity.
🔵 Around 1 in 20 said conflict contributed to them leaving their job.
November 25, 2025 at 3:38 PM
Impact matters:
🔵 56% of those in conflict said it led to stress, anxiety or depression.
🔵 1 in 10 reported reduced productivity.
🔵 Around 1 in 20 said conflict contributed to them leaving their job.
🔵 56% of those in conflict said it led to stress, anxiety or depression.
🔵 1 in 10 reported reduced productivity.
🔵 Around 1 in 20 said conflict contributed to them leaving their job.
The survey highlights inequalities:
🔵 68% of people whose disability significantly affects daily life reported conflict.
🔵 Younger workers (18–24) were more likely to report conflict than older age groups.
🔵 Women were slightly more likely than men to experience conflict.
🔵 68% of people whose disability significantly affects daily life reported conflict.
🔵 Younger workers (18–24) were more likely to report conflict than older age groups.
🔵 Women were slightly more likely than men to experience conflict.
November 25, 2025 at 3:38 PM
The survey highlights inequalities:
🔵 68% of people whose disability significantly affects daily life reported conflict.
🔵 Younger workers (18–24) were more likely to report conflict than older age groups.
🔵 Women were slightly more likely than men to experience conflict.
🔵 68% of people whose disability significantly affects daily life reported conflict.
🔵 Younger workers (18–24) were more likely to report conflict than older age groups.
🔵 Women were slightly more likely than men to experience conflict.
Most conflict was with line managers (35%) or colleagues (33%). Capability and performance issues were the most common trigger (43%), followed by working patterns and pay disputes.
November 25, 2025 at 3:38 PM
Most conflict was with line managers (35%) or colleagues (33%). Capability and performance issues were the most common trigger (43%), followed by working patterns and pay disputes.
Headline finding: 44% of working‑age adults experienced conflict at work in the past year. That’s the highest level ever reported.
November 25, 2025 at 3:38 PM
Headline finding: 44% of working‑age adults experienced conflict at work in the past year. That’s the highest level ever reported.
Key developments to expect:
✅ Greater use of data and intelligence
✅ Targeted inspections in high-risk sectors
✅ Improved employer guidance and engagement
✅ Ongoing challenges around funding and resourcing (5/5)
✅ Greater use of data and intelligence
✅ Targeted inspections in high-risk sectors
✅ Improved employer guidance and engagement
✅ Ongoing challenges around funding and resourcing (5/5)
November 6, 2025 at 9:22 AM
Key developments to expect:
✅ Greater use of data and intelligence
✅ Targeted inspections in high-risk sectors
✅ Improved employer guidance and engagement
✅ Ongoing challenges around funding and resourcing (5/5)
✅ Greater use of data and intelligence
✅ Targeted inspections in high-risk sectors
✅ Improved employer guidance and engagement
✅ Ongoing challenges around funding and resourcing (5/5)
📄For policymakers:
The report highlights progress toward establishing a new Fair Work Agency, designed to unify several existing enforcement bodies under one structure. The aim is a simpler, more consistent, and effective enforcement system. (4/5)
The report highlights progress toward establishing a new Fair Work Agency, designed to unify several existing enforcement bodies under one structure. The aim is a simpler, more consistent, and effective enforcement system. (4/5)
November 6, 2025 at 9:22 AM
📄For policymakers:
The report highlights progress toward establishing a new Fair Work Agency, designed to unify several existing enforcement bodies under one structure. The aim is a simpler, more consistent, and effective enforcement system. (4/5)
The report highlights progress toward establishing a new Fair Work Agency, designed to unify several existing enforcement bodies under one structure. The aim is a simpler, more consistent, and effective enforcement system. (4/5)
👷For workers:
The government intends to strengthen protection against underpayment, exploitation, and poor working conditions. Efforts are being made to improve outreach to vulnerable or hard-to-reach workers. (3/5)
The government intends to strengthen protection against underpayment, exploitation, and poor working conditions. Efforts are being made to improve outreach to vulnerable or hard-to-reach workers. (3/5)
November 6, 2025 at 9:22 AM
👷For workers:
The government intends to strengthen protection against underpayment, exploitation, and poor working conditions. Efforts are being made to improve outreach to vulnerable or hard-to-reach workers. (3/5)
The government intends to strengthen protection against underpayment, exploitation, and poor working conditions. Efforts are being made to improve outreach to vulnerable or hard-to-reach workers. (3/5)
🏢For employers:
Expect more coordinated and data-driven enforcement activity. Agencies will focus on sectors with higher risks of non-compliance and invest more in prevention and compliance support rather than only post-breach enforcement. (2/5)
Expect more coordinated and data-driven enforcement activity. Agencies will focus on sectors with higher risks of non-compliance and invest more in prevention and compliance support rather than only post-breach enforcement. (2/5)
November 6, 2025 at 9:22 AM
🏢For employers:
Expect more coordinated and data-driven enforcement activity. Agencies will focus on sectors with higher risks of non-compliance and invest more in prevention and compliance support rather than only post-breach enforcement. (2/5)
Expect more coordinated and data-driven enforcement activity. Agencies will focus on sectors with higher risks of non-compliance and invest more in prevention and compliance support rather than only post-breach enforcement. (2/5)