Insights

A recent Employment Tribunal decision has highlighted an important consideration for business owners: workplace policies must be applied with flexibility where an employee requires a reasonable adjustment because of a disability.

The World Cup kicked off on Thursday 11 June 2026 and runs through to Sunday 19 July 2026, with matches being hosted across the USA, Mexico and Canada, the first time the tournament has been shared between three countries

The Employment Rights Act 2025 is effective, and changes are coming into force over the course of 2026 and 2027. Below is a summary of the changes:

The Employment Appeal Tribunal (“EAT”) has delivered an important decision for insolvency practitioners on the point at which redundancy collective consultation obligations arise following the appointment of administrators.

The review has not changed the legal position. Employers’ duties to make reasonable adjustments, disability discrimination protections and fair absence management processes remain the same.

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.