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At the end of October, UK harassment laws are changing bringing significant changes for all employers. Non-compliance with anti-harassment laws, not only exposes businesses to employment tribunals, but the Equality and Human Rights Commission can use its own enforcement powers to enforce compliance with the Equality Act 2010, as was
In Mr P Gregory v P&O Ferries Ltd, a long-serving employee was dismissed following allegations of misconduct. Paul Gregory, a customer service representative and union rep with 28 years of service and a clean disciplinary record, was accused by a junior female colleague of pulling her hair in a check-in
The Home Office has laid before Parliament a statement of changes to the UK Immigration Rules, confirming significant changes to how employers and organisations recruit and engage non-UK nationals lawfully from October 2026. A draft updated Code of Practice on Preventing Illegal Working has also been published. The changes are
For many employers, the financial risk associated with an unfair dismissal claim has historically been relatively limited when an employee has less than two years’ service. From January 2027, that changes significantly. Under the upcoming employment tribunal reforms, an employee with just eight months’ service could potentially bring an unfair
Case Miss I Scott v The Secretary of State for Justice, demonstrates how dismissive comments from line managers and informal internal emails can lead to successful victimisation claims. Miss Scott worked as a court usher at York County Court and suffered from antiphospholipid syndrome (APS), an autoimmune blood-clotting disorder requiring
With significant changes to workplace harassment law coming into force on 30 October 2026, employers need to be taking a close look at how prepared they are. Our recent industry poll paints a striking picture. While businesses recognise the potential legal, financial and reputational consequences of workplace harassment, many are
Pay is one of the most important aspects of employment. However, payroll is also a complex and specialist area, requiring expertise to ensure employees are paid accurately and that businesses remain compliant with UK tax and employment requirements. From National Minimum Wage obligations and National Insurance contributions to income tax,
Under regulation 5(2) of the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, part-time workers are protected when unfair treatment towards them is on the ground that they are part-time and is not objectively justified. The question, though, in the Supreme Court ruling in Augustine v Data Cars Limited,
Artificial intelligence is becoming increasingly common in the workplace, from drafting emails and reports to helping employees prepare formal grievances. But what happens when AI starts to get in the way of effective workplace communication? A recent ruling by Australia’s Fair Work Commission has raised an interesting question: could UK
The Acas Code of Practice on disciplinary and grievance procedures is a cornerstone of UK employment law that provides the standard of reasonable behaviour for handling workplace disputes. The current Code (last published 2015) has been updated, and a new draft published, which will be subject to a public consultation.
Everyone is familiar with Ikea (of the Ingka Group) in which it operates in 31 markets, employing 160,000 workers and its core achievement is being named among Forbes’ World’s Top Companies for Women (Top 5 Globally) Executive Summary The Ingka Group has established itself as a global benchmark for Equality,
A recent Employment Appeal Tribunal (EAT) decision has provided useful clarification on how time limits apply in discrimination claims where the alleged discriminatory conduct continues over a period of time. The ruling in Mokhammad v General Medical Council & Others [2026] EAT 79 serves as an important reminder that not
The recent Employment Appeal Tribunal (EAT) decision in Wolfe v Taka Mayfair Limited has clarified an important technical point about an employee’s statutory right to be accompanied during disciplinary meetings. While the employer was successful in defending the claim, the ruling should not be viewed as permission to conduct surprise
Why employers need to act now The legal landscape around workplace harassment has changed significantly. Under the Worker Protection Act 2023 and the Employment Rights Act 2025 (ERA 25), employers now have a positive, proactive duty to prevent harassment from occurring. The law no longer allows employers to wait until
Over recent months, HR professionals and business leaders joined our webinars on the Employment Rights Act 2025, focusing on trade union reforms, probationary changes, and fire and rehire. Our live polls revealed a striking trend, that while businesses know major change is coming, most are unprepared and adopting a “wait
Overview This case review examines a remedy judgment in the case of Miss S Khan MBE v Blue Stockings (UK) Limited. Following a successful claim for victimisation and wrongful dismissal, the Employment Tribunal ordered the employer to pay a substantial sum over £234,000, highlighting how a single act of discriminatory
UK employment law has undergone a significant shift. Under the Worker Protection Act 2023 and the forthcoming Employment Rights Act 2025 (ERA 25), means that employers have a positive, proactive legal duty to prevent harassment. It is an “anticipatory” duty; meaning you must not wait for a complaint to occur
The Government have announced several pilot schemes aimed at overhauling the UK’s fit note system. According to the Government, 11 million fit notes are issued each year, with 90% determining the person is not fit for work. Criticism of the current system is that it is a tick box exercise
The Employment Appeal Tribunal case Kankanalapalli v Loesche Energy Systems Ltd EAT 49 concerned a breach of contract claim following the withdrawal of a job offer. The central legal dispute was whether an employment offer made ‘subject to’ certain conditions created a binding contract upon acceptance (its legal term known
Work-related stress occurs when the demands of the job exceed an employee’s ability to cope over a sustained period. Common causes include excessive workloads, tight deadlines, unclear roles, lack of control over work, poor communication, and limited support from managers or colleagues. In fast-paced environments or during organisational change, these
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