The Palace of Westminster at dusk, the sky is grey and the Elizabeth Tower's clock face is lit. There are two people in the corner sat on a bench.
The Elizabeth Tower captured in its evening glow ✨🌆
Thanks to @shotssbysimi on Instagram for sharing this unique view of the clocktower.
Have you spotted Big Ben from an interesting angle? Tag us and set your location for a chance to be featured 📍
🔴 Watch the Budget live with #BSL interpretation on @ukparliament.parliament.uk channels.
🗓️ 12.30pm GMT, Wednesday 26 November.
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.
Resolution varied:
🔵 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.
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.
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.
New insights just out from Acas’s latest survey on workplace conflict in Great Britain. It looks at who experiences it, the main causes, how people are affected, and how conflict is resolved.
Happy Fenton Day to all who celebrate. Jesus Christ, fourteen years.
youtu.be/3GRSbr0EYYU
Looking forward to hearing more at this event next week #EmploymentRightsBill www.ipa-involve.com/Event/the-im...
I studied philosophy & now work in policy, so have really enjoyed reading this with my morning coffee today☕
Key take away for me so far is: philosophy doesn’t give us all the answers, but it helps us think more carefully about the ones we choose 💡
www.nuffieldfoundation.org/research/our...
Lest we forget
I've been adulting a bit too much recently. I am tired.
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)
📄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)
👷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)
🏢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)
The UK’s new Labour Market Enforcement Report (2023-25) has been published. outlines significant changes to how worker rights are protected and enforced. Key points for employers, workers, and policymakers 👇 (1/5)
www.gov.uk/government/p...
One of the best things about being a bluesky newbie is finding that some of my favourite people from twitter now post on here regularly instead 💃🪩🕺
Green graphic with portcullis logo and green background. An image of the House of Commons Chamber is overlayed in a green and beige colourway
MPs are now considering the Employment Rights Bill: Consideration of Lords message.
Watch the debate ⬇️
parliamentlive.tv/event/index/...
The Employment Rights Bill returns to the Commons today in ‘ping pong’. Key questions remain over zero-hours clauses, the day-one right to unfair dismissal protections, industrial action ballot thresholds and union members paying a political levy. I'll be tuning in later 📡
Looking forward to this event shortly
