Ahead of the European Commission’s review of the recast Markets in Financial Instruments Directive (Directive 2014/65/EU) and Markets in Financial Instruments Regulation (Regulation (EU) 600/2014 (the MiFID II Review), the European Forum of Securities Associations (EFSA) has published a paper calling for certain areas of the regulation to be recalibrated in order to deliver its intended policy outcome of establishing a more transparent financial system that works to the benefit of the economy and society as a whole.

This table summarises all completed investigations by the European Free Trade Association (EFTA) into alleged cartels, anti-competitive agreements and abuses of dominant positions (Articles 101/102 TFEU) since 2016. Note—only investigations that have been made public are included in this table. 2022 Investigations under Article 101 TFEU EFTA did not issue any decisions under Article 101 in 2022 Investigations under Article 102 TFEU EFTA did not issue any decisions under Article 102 TFEU in 2022 2021 Investigations under Article 101 TFEU EFTA did not issue any decisions under Article

See Extraordinary general meeting (EGM).

Local Government analysis: The Upper Tribunal (UT) allowed a local authority's appeal against the First-tier Tribunal (FTT)'s decision to include a specified number of hours per week of golf coaching and gym training in Section F of a young person's Education, Health and Care (EHC) plan. The UT held that the inclusion of this provision was an error of law because it did not have the necessary nexus with the young person’s special educational needs. The case confirms the requirement that special educational needs must call for and require the special educational provision in Section F and makes clear that a tribunal's assessment of what is ‘educational’ is only the beginning of the analysis, not the end of it. While golf and gym provision could in theory be special educational provision, it must be required by the child or young person’s special educational needs, which was not the case here. Written by Hayley O’Sullivan, principal associate at Browne Jacobson LLP.

EHC needs assessments and the contents of EHC plans The primary legislation around Education, Health and Care plans (EHC plans) is the Children and Families Act 2014 (CFA 2014). CFA 2014, s 36–51 address EHC needs assessments and EHC plans. These sections of the legislation are supplemented by: • the Special Educational Needs and Disability Code of Practice (COP), Ch 9 • the Special Educational Needs and Disability Regulations 2014, SI 2014/1530, and • case law since 2014, in which the Upper Tribunal and other courts have interpreted the legislation, the regulations and the COP and the interplay between them This Practice Note focuses on the rules for EHC needs assessments and the format and content of EHC plans. For more on who may request an EHC assessment and the factors which local authorities (LAs) must consider in deciding whether an EHC assessment is necessary, see Practice Note: When must a local authority carry out an EHC needs assessment? For further reading on issues

The updated Equality and Human Rights Commission (EHRC) Code of Practice on Services, Public Functions and Associations (the Code) came into force on 5 August 2026. The Code explains how the Equality Act 2010 applies to services and public functions, including the provision of separate and single-sex services. It does not directly apply to employers but does impact those that are also service providers. The Darlington Nursing Union, which represented a group of female nurses in a successful harassment claim against their NHS trust over its policy to allow trans women in its female changing rooms, has written to Health Secretary, Yvette Cooper, asking what the government and NHS England will do to enforce equivalent legally accurate workplace guidance.

The Equality and Human Rights Commission (EHRC) has developed an action plan to tackle discrimination endured by Irish Travellers at holiday park operator Pontins. Pontins have already issued a formal apology to the Irish Traveller community it discriminated against, the first step in the action plan, and have also agreed to introduce a zero-tolerance approach to discrimination, the permanent removal of the electoral roll terms, a whistleblowing action plan to strengthen protection for whistleblowers, and safeguards in systems and processes. The EHRC will monitor the implementation of the action plan.

The Equality and Human Rights Commission (EHRC) has provided an update on its upcoming consultation on the statutory Code of Practice for services, public functions and associations, following the Supreme Court’s judgment in For Women Scotland v Scottish Ministers. According to the update, the consultation is set to run from 19 May 2025 to 30 June 2025 and will focus on the parts of the Code of Practice which are affected by the For Women Scotland Supreme Court decision on the definition of ‘sex’ for the purposes of the Equality Act 2010. A draft of the full Code of Practice was consulted on between October 2024 and January 2025.

The Equality and Human Rights Commission (EHRC) has published new commissioned research on workplace harassment, cautioning employers against purely reputation management policies, which risk becoming ineffective tick-box interventions. The research says organisations must take consistent, evidence-based action to prevent harassment and comply with their duties under the Worker Protection (Amendment of Equality Act 2010) Act 2023.

The Equality and Human Rights Commission (EHRC) has published an update on its handling of complaints against its Chairwoman, Baroness Kishwer Falkner. The EHRC has said that it cooperated fully with an independent legal review commissioned by the Minister for Women and Equalities in July 2023, which had considered issues including whether the EHRC’s investigation had been properly conducted under relevant EHRC rules. The EHRC has said that following the conclusions and guidance resulting from the review, its Interim Deputy Chair, Lesley Sawyers and its board have decided that the investigation into Falkner should close. It has said that the board will work through any outstanding issues with all parties in confidence.

The Equality and Human Rights Commission (EHRC) has concluded its legal agreement with the Welsh Rugby Union (WRU) after assessing that it has made sufficient progress in addressing concerns identified through an independent review of its workplace culture. The agreement was put in place in 2024 following findings of sexism, racism and homophobia within the organisation.

The Equality and Human Rights Commission (EHRC) has reported that Lidl Great Britain Limited (Lidl) implemented several measures to prevent sexual harassment in the workplace under a section 23 legal agreement, including conducting a staff survey to assess experiences and determine whether further preventative steps were needed, and engaging with diversity, equality and inclusion groups to discuss risks and potential actions. Lidl also reviewed a sample of sexual harassment complaints from 2023 and 2024 to identify trends and risks, monitored the handling of new formal complaints to assess the effectiveness of its procedures, and introduced a system to track and analyse informal complaints in order to identify emerging issues. Finally, the supermarket has updated its internal harassment policies and training materials, including guidance on workplace relationships, and continued to monitor and review its sexual harassment risk assessment. Following formal monitoring of the action plan, the EHRC stated that it was satisfied with the steps taken and concluded the agreement on 6 March 2026.