The game of choice this year has been Pandemic, a cooperative board game where all players join together to defeat viruses outbreaks across the world. I don’t know what made us think of this, but there we are. Pandemic is a notoriously difficult cooperative game…
I am not fully decided whether it is the pandemic or the predicted economic and employment turmoil that I am most concerned about.
In Acts 9 we read of Saul’s encounter with Jesus on the Damascus Road, and his sudden and unexpected experience of being rendered blind. Done to him, it plunged him into darkness and removed from him every confidence, certainty, and comfort that he was previously used to, and made him dependent upon others.
I remember press coverage of a “private” conversation between world leaders at a G8 summit a few years back where our (then) prime minister complained about the lack of thinking time and the relentless unceasing mill of meetings and decisions. There was no opportunity to pause or reflect or to gather evidence before setting events in motion, and as the leaders talked they each revealed a longing for space to reflect and consider.
If you’re starting to struggle, you’re not alone. I’ve been grappling this week with feeling sad at the ministries and gatherings that have dropped away because they can’t meet, and trying to summon up the energy to make some calls to colleagues. I suspect I’m not alone in wanting things to hurry up in a return to “normal”.
We really enjoyed seeing many local group members and leaders at the conference, it was good to catch up in person, hear what is happening in your groups and to begin the process to launch 3 more groups in the North and North East of England.
If you’re not already part of a local group, we’d encourage you to sign up to one of the new or existing groups below to receive information and invites:
NEW for Hull and the surrounding areas click HERE
NEW for Skipton and the surrounding areas click HERE
NEW for North East England click HERE
Relaunching for Barnsley and the surrounding areas click HERE
Other groups meeting across the UK, can be found HERE
Those who have offered to lead the new groups would love to hear from you about what you would like from a local group and days of the week you are available to meet. Please take a few minutes and respond for any of the NEW groups to the form linked HERE by 31st July to let them know.
Group leaders! Is your group meeting soon? We’d love to see as many groups as possible meeting in the Autumn term, so please do let us know what dates you are planning to get together, so that we can get the message out to those in your area. Let us know by 6th September to be sure your dates are in the next UCAN newsletter!
Upcoming gatherings:
Head to My ChurchSuite/My Events or www.churchadministrators.net/events to find out more and sign up to come!
Find your nearest local group via https://www.churchadministrators.net/localgroups
With every blessing
Maria and Verity, your Network Enabling Team (NET)
The Employment Rights Act 2025 continues to be implemented in phases throughout 2026 and 2027. One of the most significant changes for employers will come into effect on 1 January 2027, when the rules surrounding unfair dismissal protection change substantially.
So, what will this mean?
These reforms will require employers to review their recruitment, probation, performance management and dismissal processes well in advance of the implementation date.
Key Changes
From October 2026
· The timeline for an employee to bring claims for compensation for a complaint will be extended from three months to six months in most cases. This means employers may need to retain employment records for longer and should expect a longer period during which claims can be made.
From January 2027
· The qualifying period for unfair dismissal protection will reduce from two years to six months, alongside the right to written reasons for dismissal.
· Protection against dismissal relating to spent convictions will apply from the first day of employment, with no qualifying period.
· Protection will continue for automatically unfair dismissal. New provisions will also make certain ‘fire and hire’ practises unfair in most cases.
· A fixed term contract will continue to count as a dismissal. Employers need to ensure that any non-renewal is fair and follows proper procedures once the six-month period is reached. Good practice, however, is to apply fair procedures regardless of an employee's length of service.
· The current cap on a compensatory award will be removed. Awards will continue to be made based upon actual and projected losses but there will no longer be a statutory maximum limit.
Although these changes do not take effect until January 2027, it is sensible to begin preparing now. Reviewing employment contracts is an important first step.
· For new appointments, you may wish to consider whether probationary periods and notice provisions remain appropriate. Shorter probation and notice periods during probation, with regular review meetings and timely decisions, may help ensure concerns are addressed before an employee reaches six months' service.
· The reduction in qualifying service to six months will be applied retrospectively. This means any employees with six or more months’ continuous service as of 1st January 2027 (so any contract dated 2nd January 2025 to 1st July 2026) will immediately gain unfair dismissal protection.
· ALL employees will be protected by this new legislation. Early-stage dismissals previously less scrutinised are expected to attract greater attention should a tribunal claim be made.
Final Thoughts
These reforms represent one of the biggest changes to unfair dismissal law in many years. While good employers are already likely to follow fair procedures, the reduction in qualifying service means those procedures will need to be applied much earlier in an employee's journey. Maintaining clear records, holding appropriate review meetings, documenting decision-making and seeking HR advice at an early stage will become increasingly important in reducing the risk of tribunal claims.
Need help navigating the changes? We hope to reopen CWN services to new churches needing HR support in the coming weeks, starting with inviting those on our waiting list. To join our waiting list, please head to https://www.churchworkers.net/
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