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As a lawyer advising anyone that they should lie about anything is never going to be an attractive proposition. It's just not something that is open to me as a Solicitor of the Supreme Court whose office is built...

It's been a busy year in employment law in 2025. Employment is often busy because it touches upon most people's lives, but with manifesto promises from Labour, it was always going to be extra busy.

In AYZ v BZA the Employment Appeal Tribunal (EAT) has granted a permanent anonymity order to a claimant in Employment Tribunal proceedings in accordance with section 1 of the Sexual Offences (Amendment) Act 1992...

There is no strict legal obligation (yet), but there is a growing sense that individual redundancies should be dealt with in the same way as collective redundancies.

Practitioners and commentators were expecting a reduction in the minimum service requirement for unfair dismissal – currently two years – but the removal of the cap appeared at the eleventh hour...

Section 1 of the new Act 2023 adds a new section 4B to the Public Order Act 1986 to bring into force the criminal offence of intentional harassment, alarm, or distress carried out because of a person’s sex, or presumed sex.

Bridget Phillipson has told The Times that she is moving "as fast as she can" to lay the guidance before Parliament. The updated EHRC code of practice remains unpublished many months...

The Keep Britain Working review is a review led by Sir Charlie Mayfield into economic inactivity due to ill-health and disability. More than one in five working-age adults is out of work due to health problems.

I'm a late adopter of AI and have buried my head in the sand over it for quite some time.

In Miss J Clifford v British Airways plc Miss Clifford succeeded in her claims of discrimination arising from disability (in breach of section 15 of the Equality Act 2010), failure to make reasonable adjustments...

In McMahon an employee dismissed on grounds of ill-health incapacity sought to claim for PHI benefits that her employer had failed to put in place.

The first principle is this: you should never enter into any form of legal agreement under duress. Some (bad) employers will try to put you under tremendous time pressure...

This issue arises all the time in practice. Employees and workers who are disabled think that they are shielded from performance management because of their disability.

A nurse who was disciplined for misgendering a paedophile has confirmed that she will continue her legal fight with the NHS, which employs her despite being reinstated into her role.

In the High Court case of Commerzbank AG v Ajao, a former employee of the bank has been held to be in serious contempt of court by making false statements of truth...

The Government launched its consultation on regulations to prevent the misuse of non-disclosure agreements (NDAs) in cases of workplace harassment or discrimination on 15 April 2016.

Hainsworth v Ministry of Defence in 2013 established that there is no requirement on employers to make reasonable adjustments for dependents of an employee. As the law stands...