Insights

Some workplaces do not have structured policies or trained managers, leading to failures to recognise where adjustments and extra support is required. Without clear policies, small misunderstandings can escalate into grievances and disciplinary matters.

The Employment Rights Bill received Royal Assent on 18 December 2025 and is now the Employment Rights Act 2025. This means all the anticipated changes discussed previously are now going to come in force at different stages over 2026 and 2027.

The growing backlog of Employment Tribunals is particularly important for employers to understand. This increases the cost, disruption and risks associated with disputes in the workplace.

The Tribunal followed this approach and found that allowing biological males to access female changing rooms amounted to unlawful harassment and indirect sex discrimination of the eight female claimants.

When a company faces a winding-up petition and a provisional liquidator is appointed, it could mean that employment contracts don’t automatically transfer, and employees may lose some of their usual rights under TUPE

It is important to note the Employment Rights Bill (ERB) is expected to become law before the end of 2025. Most of the changes will take place in 2026 and 2027, but there are some changes expected when the Bill becomes law. 

The Government has published their long-anticipated roadmap to implementing the Employment Rights Bill (Bill) this month. The roadmap outlines the strategic plan for bringing the Bill into effect and sets out how the Government will roll out the Bill in a way that benefits both workers and businesses.

The claimant worked as a teacher and during her initial engagement emailed to the school principal that she believed she had aspergers syndrome.

Tribunal ruled that an apprentice employee was neither unfairly dismissed nor discriminated against on the grounds of his disability.

Tribunal ruled that an apprentice employee was neither unfairly dismissed nor discriminated against on the grounds of his disability.

As an employer, are you faced with making redundancies? In the recent case of Hendy Group Ltd v Daniel Kennedy [2024] EAT 106, you must be sure you have made a reasonable effort to identify or support alternative employment.