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The common law dictates that if you are resigning in response to a fundamental breach of contract by your employer you would normally resign and leave the job immediately without working your notice.

Yes, because your employer must make allowances for the impact of your disability on your ability to do your job and in particular is legally obliged to make reasonable adjustments that will permit your full and effective participation in the workplace.

Today, I spoke at the Westminster Employment Forum about the broad theme of mental health in the workplace.

The latest decision is the high-profile case of Ms B Hutchison & Ors v County Durham and Darlington NHS Foundation Trust (the Darlington nurses)...

The EAT held that the dismissal of Mr Alom was not procedurally unfair despite his assertion that it was unfair because of the failure to provide transcripts of investigation meetings and the use of a script for a disciplinary.

The case will be remitted (sent back down) to be reheard by a new panel in the Employment Tribunals. This effectively means that the case starts all over again.

The passing of the Employment Rights Bill and the emergence of the Employment Rights Act 2025 (ERA 2025) have kicked off a tsunami of government consultations.

Each week we share our client feedback within the team. It reminds us of the great job we do and how much satisfaction we all get from our work. I’m very proud to lead this team as CEO.

didlaw was founded by a woman and is led by an all-female team. A lot of our work focuses on workplace issues encountered by working women either because of health issues, everyday sexism, maternity...

The Employment Rights Act 1996 sets out the circumstances that meet the statutory (legal) definition of redundancy.

The tribunal's judgment in this case was unanimous. The tribunal found in favour of Ms Sylvester's claims for section 15 discrimination arising from disability and for section 19 indirect discrimination.

Didlaw can reveal that the Claimant in the above case, heard in Leeds ET for 6 days from 23 March 2026 has been successful in her discrimination claims against NHS England.

Quite early in the Employment Tribunal process, you may be asked to provide a Schedule of Loss to the tribunal and also to your (ex-) employer.

If you are still in employment and you use the recording and your employer finds out about it, they may commence disciplinary proceedings against you for dishonesty...

The draft Bereaved Partner's Paternity Leave (BPPL) Regulations 2026 were laid before Parliament on 15 January 2025 and will come into force on 6 April 2026...

Today, Rachel Reeves, Chancellor, delivered what has been described as her "high-stakes" Budget. However, in a strange turn of events, just before Keir Starmer went into PMQs...

The Government has set out proposed new statutory rates for statutory sick pay and family leave pay, which are effective in the next tax year starting on 6 April 2026.

Didlaw is a leading employment law firm in London serving clients across the country who have been mistreated at work due to discrimination.