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Although the deadline for gender pay gap reporting has been pushed back to 5 October 2021, employers still need to keep on top of other employment law changes coming into force in April.

Recent case suggests a reasonable adjustment may take the form of an undertaking

With many businesses feeling the pressure from rising costs and other difficult economic conditions, we are seeing some reviewing their staffing needs as a way to steady the ship.

In the recent case of Lovingangels Care Ltd v Mhindurwa, the EAT upheld a decision that a dismissal was unfair because the employer failed to give proper consideration...

Employers are required to collectively consult when proposing to dismiss 20 or more employees at one establishment as redundant within a period of 90 days or less (section 188 Trade Union and Labour Relations (Consolidation) Act 1992 ("TULRCA").

Stronger dismissal protections are on the way for pregnant employees and those taking certain types of statutory family leave. The government has now confirmed how it intends to use powers under the Employment Rights Act 2025 to strengthen protections for pregnant employees and new parents.

Following Labour's victory, the King's Speech announced the Employment Rights Bill, promising major worker protections including day-one rights for unfair dismissal, flexible working, and sick pay. Key measures include banning zero-hour contracts, strengthening sick pay and protections for new mothers, and introducing an Equality Bill for race and disability.

Answer 1. The Coronavirus Act (CA) 2020 was enacted on March 25, 2020, and introduces a new statutory emergency volunteering leave (EVL)

This case concerns the EAT considering whether an employment judge, in two separate decisions, had erred in finding that employees who had been dismissed for refusal to relocate...

As organisations review their future employee needs this often involves a range of options intended to minimise impacts on employees.

The decision in R. (on the application of Palmer) v Northern Derbyshire Magistrates' Court has confirmed that an administrator can be prosecuted and potentially incur personal liability for a failure to notify the Insolvency Service ...

The Employment Appeal Tribunal ("EAT") in the UK has held that unknown future statutory claims cannot be compromised by a settlement agreement. In the same case, the EAT also addressed a second...

Over the past few days, the UK Government has announced various measures to assist employers/businesses protect jobs in these exceptional times.

It's a well understood principle that to avoid a redundancy dismissal being unfair, there must be genuine and meaningful consultation. Termination of employment must not be a foregone conclusion.

After the past two years, following the impact of Covid-19 and the cost-of-living crisis, you would be forgiven for hoping, even if just for a moment, that 2023

In the case of Curless v Shell International Ltd, the Court of Appeal considered whether advice on the proposed redundancy of a disabled employee amounted to advice on how to cloak discrimination.

"Pooling" is a term that comes up in many redundancy situations but employers and employees are often confused as to what it means. Put simply, when more than one person...