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Mills & Reeve system for employees.
Employers have just 28 days to respond to an Employment Tribunal claim by filing an ET3 form. By acting quickly, employers can protect their right to defend Employment Tribunal claims and avoid costly mistakes.
In our latest review of the year we have made a selection of Mills & Reeve’s employment-related content from 2025.
Following Royal Assent on 18 December, we now have a fixed date for the measures in the Employment Rights Act that will be taking effect early in the New Year: 18 February.
After months of unexpected delays, the Bill completed its passage through Parliament on 16 December, clearing the way for the first stages in the government’s implementation plans.
Yesterday (10 December) the Government was narrowly defeated in the Lords over its last-minute amendment to the Employment Rights Bill to remove the cap on compensation for unfair dismissal.
Two recent employment tribunal decisions (both from Scotland) have explored employers’ obligations under the Equality Act in relation to single sex spaces.
This morning the Government has published its latest amendments to the Employment Rights Bill. The paper reflects the changes announced by the Government on 27 November 2025 and gives the detail we have been waiting for.
An employment tribunal has recently concluded that a non-binary claimant did not have the protected characteristic of gender-reassignment. This ruling contrasts with a 2020 judgment from a different tribunal panel which reached the opposite conclusion.
Yesterday, the Government announced that it had backed down on its plan to introduce Day 1 unfair dismissal rights. This comes following significant push back from the House of Lords in parliamentary debate and discussions with key business stakeholders.
A recent ruling illustrates why it is often necessary to weigh the merits of different options when it comes to deciding how to manage disciplinary procedures fairly.
Earlier this week (17 November) the House of Lords again rejected amendments which the Commons reinstated in the Bill earlier this month, potentially delaying the Government’s implementation timetable.
The High Court has ruled that a non-compete clause imposed on a relatively junior clothing salesman was not enforceable. It is relatively rare for disputes about restraint of trade to reach a final hearing.