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The Employment Relations (Flexible Working) Act 2023 ("the Act") received Royal Assent on 20 July 2023 but its enactment is expected to be delayed until next year.

The Employment Rights Act 2025 introduces significant changes to collective redundancy obligations in the UK, including a new threshold that will trigger consultation requirements across multiple establishments within an organization. Employers face doubled financial penalties for non-compliance, with protective awards potentially reaching 180 days gross pay per dismissed employee from April 2026, making understanding these evolving requirements critical for workforce planning.

A host of new issues for employers has arisen out of the pandemic, from health and safety concerns, to handling furlough and unanticipated homeworking.

Contrary to the fears of many commentators, we have had news of an extension to the UK Government's Furlough Scheme. Our latest update looks at the recent announcement from May 12, 2020, and the details we are awaiting.

A discussion on how to help you organisation take full advantage of the Government's 'tax breaks' in order to maximise employee reward and choice.

In the recent case of Chatfield-Roberts v Phillips & Universal Aunts Limited the Employment Appeal Tribunal held that is can be possible, in certain limited circumstances,

In the recent case of Seahorse Maritime Ltd v. Nautilus International the Court of Appeal considered the meaning of "establishment" in the context of an employer's duty to collectively

As organizations continue to adapt to ongoing economic uncertainty, it is important that today's HR leaders tackle these five challenges.

Dismissal of an employee must be managed within the law and adhere to employee rights in the Employment Rights Act 1966. There are various ways in which an employee can be dismissed.

In an address to the nation on 4 January 2021, the Prime Minister announced the third national lockdown beginning from 00:01 on Wednesday 6 January 2021.

The UK Supreme Court reinstated an injunction preventing Tesco from using "fire and rehire" to remove a contractual entitlement to Retained Pay (RP). The ruling emphasizes that dismissals cannot be used to defeat permanent benefits. This landmark decision highlights careful contractual drafting and anticipates future legislation to regulate such practices.

Last year saw some significant employment law developments and this year promises to be just as eventful. Having welcomed in another year, we outline some significant legislative...

The much-debated Employment Rights Act 2025 finally passed in December 2025, and a number of employment law changes are expected over the next two years.

How can employers avoid discrimination during the Covid-19 crisis? These are very difficult times for employers. Every day brings new dilemmas and novel solutions born out of necessity. Which staff should we furlough?

The UK government has significantly increased penalties for employers who fail to comply with collective redundancy consultation requirements, doubling the maximum protective award from 90 to 180 days' gross pay. Additionally, new legislation will introduce an organisation-wide trigger for collective redundancy obligations, fundamentally changing how multi-site employers must track and manage redundancy proposals across their operations.

P&O Ferries has claimed it did not break the law by making 800 staff redundant without consultation or warning last week.

A £95,000 cap on the pre-tax total value of exit payments in the public sector will come into force on 4 November 2020.