100 results found

With effect from 19 June 2026 the Data (Use and Access) Act 2025 introduces a new statutory right for employees and other individuals to raise data protection complaints directly with their employer.

It does not have to be a serious breach in its own right.

The Times reports that more than fifty police officers and civilian staff have been dismissed over the past three years for faking home-working when they are otherwise engaged – in the gym, on the golf course and similar.

We might have thought that the Employment Rights Bill would have received Royal Assent by now and have been well on its way to becoming an Act, but no.

The right to request flexible working contained in sections 80F to 80I of the Employment Rights Act 1996 (ERA 1996) will be updated following new provisions in the Employment Rights Act 2025 (ERA 2025).

In Skatteforvaltningen v MCML Ltd [2026] UKSC 19 the Supreme Court has unanimously allowed an appeal which concerns the scope of issue estoppel.

In DBP v Scottish Ambulance Service, the EAT held that an Employment Tribunal was wrong to refuse an application for permanent anonymity around a judgment dismissing her claims.

The new web page went live on 23 March 2026. It provides information on how firms should prepare for the new rules and guidance relating to non-financial misconduct (NFM), which will come into force on 1 September 2026.

In Kankanalapalli v Loesche Energy Systems the Claimant was offered a job as a project manager subject to receipt of satisfactory references and a right to work check.

The President of the Employment Tribunals in England & Wales has issued a raft of new guidance which is available online concerning participation in remote Employment Tribunal hearings across the jurisdiction.

A preliminary hearing was listed to deal with the issue of whether the claimant was disabled for the purposes of the Equality Act 2010 (EqA).

As the law currently stands, yes, you can, although this issue has been under scrutiny in the Court of Appeal in the joined cases of Barton Turns Developments Ltd v Treadwell and Rice v Wicked Vision Ltd...

Employment Tribunal claims have surged by 54% in Q3 2025 compared to the previous year, driven by increases in whistleblowing and discrimination cases, as well as AI-enabled claim preparation by unrepresented parties. With the Employment Rights Act 2025 provisions yet to take full effect and no significant investment in tribunal resources, the system faces mounting delays and cancellations that threaten workers' ability to enforce their rights.

Section 152 and Schedule 12 of the Employment Rights Act 2025 (ERA 2025) will increase the primary time limit to bring most employment tribunal claims from three to six months.

On 20 May 2026, the Government announced several pilot schemes aimed at addressing what it refers to as the “broken” fit note system.

This blog may end up sounding like a public service announcement on behalf of employment judges but the meaning is well-intended.

The decision to cut off the claimant's future losses at the age of 65 appeared to be based on nothing more than an ‘overall feel' that this was just and equitable