This edition of Employment weekly highlights includes: (1) the High Court’s decision that a casting directory is not an ‘employment agency’ under the Employment Agencies Act 1973, (2) the progress of the Employment Rights Bill through Parliament, (3) Commencement regulations relating to the Data (Use and Access) Act 2025, (4) the progress of the updated EHRC statutory Code of Practice for services, public functions and associations, (5) the launch of an online HR1 form to replace the paper form from 1 December 2025, (6) the response from the Lady Chief Justice of England and Wales to a Bar Council report of an independent review of bullying, harassment and sexual harassment at the Bar, (7) dates for your diary, (8) three new Q&As and other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) a webinar from Lexis+ UK Employment team member Cathy Hoar, and Stephen Ratcliffe of Baker & McKenzie looking at some of the most significant changes contained in the Employment Rights Bill, (2) analysis by Victoria Hordern of Taylor Wessing LLP of the Data (Use and Access) Bill, (3) a successful paternity leave sex discrimination employment tribunal claim, (4) notice that all employment tribunal online services (affecting submission of ET1s, ET3s and digital applications) will be temporarily unavailable between 18.00 and 23.00 on Monday 16 December 2024 due to a planned upgrade, (5) our new Practice Note providing a destination table showing how the Employment Tribunal Procedure Rules 2024 (ET Rules 2024), in force from 6 January 2025, correspond to the ET Rules 2013 which they replace, (6) our new Precedent comprising a set of clauses that may be inserted by a customer into a contract with a supplier to help the customer (as an employer) comply with its duty to prevent sexual harassment under section 40A of the Equality Act 2010, (7) dates for your diary, and (8) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) analysis by Nigel Watson of Burges Salmon of the implications of the removal of the statutory cap on the unfair dismissal compensatory award by the Employment Rights Act 2025 (ERA 2025) on bonus and equity-driven exit risk, (2) an ERA 2025-related consultation on modernising the Agency Work Regulatory Framework (including bringing umbrella companies into scope), (3) draft regulations setting national minimum wage rates to apply from 1 April 2026, (4) progress on, and implications for employers of, the National Insurance Contributions (Employer Pensions Contributions) Bill, (5) Certification Officer confirmation of repeal of the annual levy from 1 April 2026 under ERA 2025, (6) amendments to the Employment Tribunal Procedure Rules 2024, SI 2024/1155, and consequential amendments to the Employment Appeal Tribunal Rules 1993, SI 1993/2854, taking effect from 2 March 2026, (7) the March 2026 edition of the Industrial Relations Law Reports (IRLR), (8) dates for your diary, and (9) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) an EAT decision reminding employers of the need to consider alternative employment in a redundancy situation; (2) a Women and Equalities Committee (WEC) report evaluating the UK’s parental leave system; (3) an EAT decision on the employment tribunal’s approach to striking out a claim; (4) an EAT warning about objecting to applications for extensions of time; (5) the July 2025 edition of the Industrial Relations Law Reports (IRLR), (6) dates for your diary, and (7) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) Regulations relating to the abolition of statutory sick pay waiting periods and the removal of the lower earnings threshold, (2) analysis by Sajida Hussain at Addleshaw Goddard of the extension of the right to work regime to the non-employee workforce, (3) revisions to the Home Office principal sponsor guidance, (4) a Court of Appeal judgment on the protection of ‘personal data’, (5) updated Codes of Practice on industrial action ballots and notice to employers, and on picketing, (6) the April 2026 edition of the Industrial Relations Law Reports (IRLR), (7) details of new and updated content for ERA 2025, including a new equality action plan Precedent, (8) dates for your diary, including a raft of legislation coming into force on 1, 5 and 6 April, and (8) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) the Supreme Court’s decision in the Tesco ‘fire and rehire’ case, (2) the government’s updated remit for the Low Pay Commission, (3) an EAT judgment which held that English nationalism, which included anti-Islamic views, was not a protected belief under the Equality Act 2010, (4) an employment tribunal decision that an employer’s request for an employee to return from remote working in Spain to attend the London office was not direct or indirect sex discrimination, (5) an EAT decision that an employment tribunal had wrongly found that a dismissal due to disability-related absences was direct discrimination, (6) new guidance from the Equality and Human Rights Commission to help employers support disabled staff with hybrid working, (7) recent developments on the equal pay claims brought against Asda, (8) an EAT judgment allowing an extension of time where the appellant’s remaining grounds of appeal did not relate to the claims he had omitted to include, (9) six former Glencore employees appear at Westminster magistrates’ court charged with conspiring to make corrupt payments to benefit Glencore’s oil operations in West Africa (10) the UK signing its first legally-binding international treaty on AI risks, (11) the Statement of Changes in Immigration Rules HC 217, (12) dates for your diary, (13) updates to our case tracker and horizon scanner, and (14) new Q&As.

This edition of Employment weekly highlights includes: (1) a Supreme Court decision that part-time status need only be an effective cause, not the sole cause of less favourable treatment under the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, (2) an EAT judgment confirming that anti-Zionist beliefs are protected philosophical beliefs, (3) calls for NHS employer-specific workplace guidance following the updated EHRC Code of Practice on Services, and a legal challenge to aspects of the Code, (4) EAT decisions on the approach to interim relief applications in whistleblowing dismissal claims, and on consent orders, (5) a Certification Officer decision on the legal effect of the Supreme Court decision in For Women Scotland on trade union seats reserved for women, (6) an HMCTS update on disruption to hearings at Manchester employment tribunal, (7) a Court of Appeal decision on estoppel arising from inconsistent positions taken in employment tribunal and civil proceedings, (8) what’s coming up in the employment law world in the next few weeks, and (9) other updates and resources of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) an EAT judgment upholding a tribunal’s finding that an employee who failed to disclose a previous gross misconduct dismissal on a free-text employment history section of a job application form was fairly dismissed, (2) the Court of Appeal’s highly anticipated judgment in Higgs v Farmor’s School, concluding that the claimant’s dismissal for Facebook posts criticising the nature of sex education in schools, including the teaching of gender fluidity and same-sex marriage, was discriminatory, (3) an employment tribunal decision that Voodoo is a religion and Voodooism a religious belief, but a belief in the power of the Voodoo Doll is not, (4) the Information Commissioner’s Office latest guidance on keeping employment records, (5) the IRLR Highlights for March 2025, (6) dates for your diary, and (7) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) key employment and immigration announcements in the Conservative and Liberal Democrat manifestos, (2) an update on legislation relating to the Hague Judgments Convention, (3) an Institute of Directors consultation on a Code of Conduct for Directors, (4) an Upper Tribunal decision regarding employment status and IR35, (5) a claim in the High Court for personal injury based on the employer’s suspension and disciplinary process, (6) the Supreme Court’s judgment on the damages to be awarded in a malicious falsehood claim where there are no financial losses, (7) analysis of an EAT judgment about the settlement of future claims which endorses and follows the Court of Session’s decision in Bathgate, (8) dates for your diary, (9) updates to our case and consultation trackers and our horizon scanner, and (10) a new Q&A.

This week’s edition of Employment weekly highlights includes: (1) commentary from Tamar Burton, barrister at Cloisters, and Joel Wallace, barrister at Littleton Chambers, both of whom were Counsel in the case, on a Supreme Court judgment confirming that the Royal Embassy of Saudi Arabia is not entitled to state immunity where an employee’s duties fell within the normal ancillary and supportive role of administrative staff, (2) the 2025 Parker Review report on ethnic diversity in UK businesses, (3) a Court of Appeal judgment providing guidance on the list of issues in employment tribunal claims, (4) the IRLR highlights for April 2025, (5) our new precedents—neonatal care leave policy and trade union recognition agreement, (6) dates for your diary, and (7) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) a High Court finding of criminal contempt of court against a former Commerzbank employee who fabricated ET claims for sexual harassment and racial discrimination, (2) an EAT decision that a provisional liquidator’s appointment may trigger the disapplication of TUPE transfer and automatic unfair dismissal provisions, (3) the progress of the Employment Rights Bill through Parliament (ping pong), (4) the extension of a legal agreement between the EHRC and McDonald’s in relation to sexual harassment prevention, (5) a CAC decision clarifying that defective negotiating representative election under ICER 2004 do not trigger the standard information and consultation provisions, (6) an ECtHR finding of a breach of Article 8 (right to respect for private and family life) in relation to requests for information from a mobile phone operator, (7) dates for your diary, and (8) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) an EAT decision to set aside the employment tribunal’s rejection of a claim where the claimant had, in error, named an individual HR manager as respondent, rather than the claimant’s employer, (2) News analysis by John Chaplin, partner at BDO, considering draft Finance Bill 2026 legislation making agencies and end clients jointly and severally liable for Pay As You Earn (PAYE) and National Insurance contributions (NICs) failings by umbrella companies, (3) a report by the Behavioural Insights Team on how to improve gender pay equality in the workplace, and related amendments to the statutory guidance for employers on gender pay gap reporting, (4) the September 2025 edition of the Industrial Relations Law Reports (IRLR), (5) dates for your diary and (6) other news items of interest to employment practitioners.