As some may recall, back in 2005 the last Labour Government brought in what became known as the “Two-Tier Code.” The Code was designed to prevent disparity in employment conditions between ex-public sector staff transferring in under TUPE and existing private sector staff working on the same outsourced contract.
The Government has tabled some important amendments to the Employment Rights Bill in advance of the House of Lords Report Stage, which starts on 14 July.
A recently published decision from the Employment Appeal Tribunal illustrates why the duty to explore alternative employment when employees are being made redundant goes further than sending them a list of vacancies.
The Government has now set out its plans for implementing the Employment Rights Bill. It has also confirmed when we can expect to see pre-implementation consultation.
The Employment Rights Bill is nearing the end of its parliamentary journey, with its committee stage in the House of Lords concluding on 24 June after extensive debate and amendments. The updated Bill is now available.
With the Employment Rights Bill likely to become an Act of Parliament towards the end of next month, attention is turning to what happens next.
A recent EAT ruling is a reminder that an employee can be protected against victimisation even if the allegation they make doesn’t expressly refer to a breach of the Equality Act, provided that the decision-maker would understand from the context that this is what is being alleged.
The EAT has recently ruled that it is within an employment tribunal’s power to require a party to answer questions. However, they need to be necessary for the “fair disposal” of the proceedings, as we explain below.
The Government’s Restoring Control over the Immigration System White Paper was published on 12 May 2025, building on its manifesto to commit to reduce net immigration and prioritising higher-skilled workers.
The Government has launched a consultation on measures to mandate ethnicity and disability pay gap reporting for larger employers.
In a recent appeal decision, the Court of Appeal has emphasised that lack of insight or contrition will not normally “bump up” the seriousness of any misconduct, making it reasonable to dismiss, where it would otherwise have been unreasonable.
New rates for many statutory payments and compensation limits will apply from April 2025.