Head of Marketing
4 Minutes Read
This blog draws from an episode of Can We Have A Word? with host Tobba Vigfusdottir, featuring Nic Elliott, employment lawyer and partner at Acton Solicitors. Nic works closely with employers and HR teams on culture, people strategy, and legal compliance, offering a grounded perspective on how changing laws and social expectations are influencing wellbeing at work.
Nic’s journey from psychology to employment law anchors his view that legal change and workplace culture are tightly intertwined. His approach is practical, focused on what actually works, and where employers and managers need to adapt. The themes that emerged in this conversation will ring true for anyone navigating HR, legal, or leadership in complex organisations.
Here are five takeaways from Nic Elliott’s own words about what’s shifting in employment law and workplace wellbeing—and what it means in practice.
HR Is Facing More Pressure—and More Responsibility
“HR people are not getting a great time of it in the press… historically undervalued in many ways, but doing great stuff, particularly through the pandemic… held businesses together.”
Nic Elliott points out that HR professionals are under more scrutiny than ever. Although their role was critical during the pandemic, ongoing legislative changes and demands place additional weight on their shoulders. This means wellbeing needs to be considered—not just for employees, but for HR teams themselves—as they face higher turnover and more complex expectations.
Employment Law Changes Are Shifting How Employers Think About Risk
“The big one … is day one, unfair dismissal rights. … It’s hampering [recruitment] already. People don’t want to recruit or take risk on roles.”
Recent and imminent changes to UK employment law—such as extending unfair dismissal rights from the first day of employment—are intended to offer employees more protection and flexibility. However, Nic Elliott notes that these changes can make employers more cautious, slowing recruitment and creating uncertainty. For wellbeing, the message is clear: supportive policies are not just a legal matter, but a cultural one that must be balanced with operational realities.
Flexibility and Hybrid Working Are Here to Stay
“Post Covid there is much more flexibility within the legal profession… hybrid working facilitates some balance too, which is a good thing.”
Traditional models in legal and consulting fields have demanded long hours and constant availability. Nic Elliott recognises that Covid accelerated change toward greater flexibility, including hybrid work arrangements. This shift is especially important for attracting and retaining younger workers, such as Gen Z, who value boundaries and work-life balance—and are less willing to sacrifice weekends and evenings.
Increased Awareness of Neurodiversity and Menopause in the Workplace
“One of those [trends] is an increased reference to neurodiversity… the other is menopause… it’s not getting any easier for employers to deal with these issues.”
Employers are now dealing with more claims and disputes relating to neurodiversity and menopause, reflecting broader social recognition of these issues. Nic Elliott stresses the importance of proactive approaches—like having clear policies, training managers, and building awareness—to reduce risk and genuinely support employee wellbeing. But he’s wary of “tick-box” solutions: policies must be embedded in culture and championed by managers to make a real difference.
Wellbeing Solutions Must Be Tailored and Manager-Led
“One size fits all doesn’t work… engaging with people in a way that helps you understand what is important to them… upskilling managers is really important.”
Rather than generic benefits or token gestures (fruit baskets, pizza days), effective wellbeing strategies begin by listening to employees and letting managers take the lead. Nic Elliott encourages investing in manager training—so those closest to teams can identify needs, offer support, and perform well in challenging people situations. With increasing complexity, this support is more vital than ever.
Conclusion
Working with people is only getting more complex—but it is also evolving in ways that create real opportunities for wellbeing and better workplace culture. Employment law, organisational strategy, and genuine listening are all part of the mix. As Nic Elliott reminds us, supporting managers and learning from employees are the cornerstones of a sustainable approach.
👉 Listen to the full Kara Connect episode with Tobba Vigfusdottir and Nic Elliott to hear more first-hand insights.
If you play a role in HR, leadership, or legal, this is an episode worth your time.
If you work in HR, leadership, or wellbeing, this episode has tools worth using – and sharing.
