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The way we talk about difference at work has changed. Diversity is no longer confined to what can be seen or easily categorised. Increasingly, attention has turned to how people think, process information and respond to their working environment.

When someone dies, their estate may be subject to inheritance tax. The rules include allowances that can significantly reduce, or even eliminate, the tax due. For married couples and civil partners, those allowances can be more generous than many people expect.

For years, competition law has lived in the boardroom, not the HR suite. It was about prices, supply chains and markets, but rarely about people.

Commercial relationships do not tend to collapse based on a single moment or disagreement.

For years, most employers have had a reasonably settled way of assessing unfair dismissal risk. Even where a dispute became contentious, there was usually a degree of predictability about the potential value of the claim.

Separating parents usually start with good intentions. You want to put your children first, maintain a positive relationship with your ex-partner as co-parents, and avoid the conflict and expense of court proceedings. Those intentions are admirable, and for plenty of families, they’re enough to navigate the challenges ahead.

The Employment Rights Act 2025 introduces one of the most consequential changes to the law of unfair dismissal since the right was first created. Whilst much attention has focused on the reduction of the qualifying period for bringing a claim, employers should be equally alert to another reform that could prove far more expensive: the removal of the statutory cap on unfair dismissal compensation.

We all know that life doesn't stick to evenings and weekends. Whether it's a school play at 10 am, a last-minute hospital discharge, or the slow, complicated process of divorce or grief – life happens when it happens. And too often, the working world hasn't made space for that.

Whistleblowing concerns rarely arrive in a convenient form. They can be raised by a long-serving employee who feels genuinely uneasy about something they have witnessed, or by someone already in conflict with management who frames workplace grievances as wrongdoing.

In the twelve months since employers were placed under a positive duty to prevent sexual harassment, there has been a palpable shift in tone across workplaces.

Most people assume their Will stays in force until they sit down and write a new one. Many also believe that changing their mind, scoring a few lines through the page or telling the family their wishes have changed will be enough to set the old one aside. Both beliefs are common, and both are wrong.