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Our employment law blog provides insight on the latest legal and policy decisions affecting employers and those in a senior human resources role.
From 2027, the new Fair Work Agency (FWA) will have powers to take enforcement action where an employer fails to pay the correct statutory holiday pay.
More than fifty years after the Equal Pay Act 1970 came into force, the government has launched a consultation on substantial reforms to equal pay law.
With the Employment Rights Act 2025 introducing a wide range of reforms, it can be difficult for employers to know where to begin.
In the last 12 months, AI has become a significant part of the recruitment landscape.
Under the current legislation, industrial action ballots must be conducted by post. The Government regards this requirement as outdated and has proposed changes to modernise the statutory balloting regime.
A recent EAT decision is a helpful reminder that bonus arrangements may become binding sooner than employers expect.
Two eagerly awaited developments on the Employment Rights Act 2025 (“ERA”) have been published.
A recent EAT decision considers when unfair dismissal compensation can be reduced because of an employee’s own conduct.
Under redundancy legislation, employers must collectively consult with unions or employee representatives if they are proposing to make 20 or more employees redundant at one establishment within 90 days or less.
The Court of Appeal has considered an important procedural point in the long-running Tesco equal pay litigation – a case which will be familiar to many in the retail sector.
Significant changes to English employment law are coming with the Employment Rights Act 2025, taking effect in October 2026 and January 2027. This checklist summarises five key changes employers should be preparing for now and suggests practical actions to take over the coming...
The Employment Appeal Tribunal has confirmed that conditions in a job offer do not always prevent a contract from being formed, and may limit an employer’s ability to withdraw an offer without notice even where the conditions have not been satisfied.
In April, the Government published a consultation on the restrictions on non-disclosure agreements being brought in by the Employment Rights Act.
The Employment Rights Act 2025 introduces, for the first time, a stand-alone statutory right for trade unions to access workplaces. The government’s stated aim is to promote “more stable and constructive industrial relations”.
Several changes to employment law take effect on 6 April 2026. According to a recent Acas survey, employers believe that reforms being made to SSP will have the biggest impact in the workplace
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