This edition of Employment weekly highlights includes: (1) further commencement regulations under the Employment Rights Act 2025 (ERA 2025), bringing into force from April 2026 a raft of provisions, including in relation to the Fair Work Agency, (2) a successful EAT appeal on a Chagger deduction in a discrimination claim, (3) government confirmation of the introduction, from a date as yet unknown, of mandatory ethnicity and disability pay gap reporting for large employers, (4) Financial Conduct Authority guidance explaining what firms should do before the new rules and guidance on non-financial misconduct come into effect on 1 September 2026, (5) cancellation of the planned upgrade closure of the Employment Tribunal online services between 27 March 2026 8.00 pm and 30 March 2026 6.00 am, (6) secondary legislation bringing into force from 6 April 2026 the annual increase to compensation limits for employment tribunal claims in Great Britain and in Northern Ireland, (7) details of our most recently updated materials relating to ERA 2025, and two new Practice Notes providing an introduction to industrial action and to union recognition, (8) dates for your diary, including April 2026 legislative changes, and (9) other updates and resources of interest to employment practitioners.

This week’s edition of Employment weekly highlights includes: (1) analysis of the Supreme Court decision on the status of part-time football referees for tax purposes, (2) an employment tribunal decision awarding a police sergeant over £1.1 million in her disability discrimination claim, (3) an employment tribunal decision on unlawful inducements during collective bargaining, (4) a successful appeal to the EAT against the Registrar’s decision not to grant an extension of time for an appeal to the EAT, (5) the Supreme Court Rules 2024 coming into force on 2 December 2024, (6) tables of changed going rates in the Statement of Changes to Immigration Rules HC 217, (7)an updated version of the Employers’ guide to right to work checks, (8) the IRLR Highlights for October 2024, (9) dates for your diary, (10) updates to our case tracker and horizon scanner, and (11) new Q&As.

This edition of Employment weekly highlights includes: (1) analysis by Liz Hunter and Roberta Imperial of Mishcon de Reya of the benefit-in-kind tax and pay parity risks facing employers of sponsored workers, (2) updated HMRC advisory fuel rates for company cars applying from 1 September 2026, (3) a successful EAT appeal against the Certification Officer’s decision to strike out, as having no reasonable prospect of success, a union member’s complaint that the NEU had disciplined and suspended him in breach of its rules, (4) an EAT judgment on tribunal panel composition and judicial discretion to sit alone, (4) our new Practice Notes on the Youth Jobs Grant and on the extended categories of individual who must be checked in order to identify that they have the right to work in the UK, and (5) what’s coming up in the employment law world in the next few weeks.

This edition of Employment weekly highlights includes: (1) a Court of Appeal decision on whether a gender recognition certificate for ‘non-binary’ can be issued under the Gender Recognition Act 2004 to an individual who has already had non-binary status recognised abroad, (2) an Acas campaign on neurodiversity in the workplace, (3) the annual report from the FTSE Women Leaders Review on progress in achieving gender balance within board and leadership positions in top companies, (4) new legislation to implement and extend neonatal care leave and pay, (5) an EAT case on when a mistaken but genuine belief in a resignation should be considered as ‘some other substantial reason’ (SOSR) for dismissal, (6) dates for your diary, and (7) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) an EAT judgment about the approach employment tribunals should take when considering an application to extend time for a late response and the extent of a respondent’s participation in the proceedings when the application is refused, (2) analysis by Julian Milford KC of the Court of Appeal’s decision on a discrimination claim brought by contract workers against the client, (3) an EAT judgment that retired judges were not discriminated against because of their part-time status as recorders when they were not enrolled in a more favourable pension scheme on appointment to the office of circuit judge, (4) the Council of the EU’s negotiating mandate on a revised European Works Council Directive, (5) updates to the Home Office guidance on right to work checks, (6) UKVI/Home Office update to the licensing authority guide to right to work checks, (7) analysis of the impact of the government’s increased salary thresholds for skilled worker visas, (8) dates for your diary, (9) updates to our case and legislation trackers and our horizon scanner, and (10) new Q&As.

This edition of the Employment weekly highlights includes: (1) the government’s response to the Women and Equalities Committee’s report on miscarriage and bereavement leave, (2) an EAT judgment outlining the ways in which a third party contractor may be a respondent to employment claims despite there being no express or implied contract between the claimant and the contractor, (3) various regulations to implement neonatal leave and pay, (4) the Tribunal Procedure Committee’s consultation on changes to the Employment Tribunal Procedure Rules 2024, (5) dates for your diary, and (6) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) key employment announcements from the Budget 2025, with commentary from Crowley Woodford at Ashursts, (2) the announcement of 26 Employment Rights Bill–related consultations expected after Royal Assent, (3) government consultations on reforming non-compete clauses in employment contracts, on fair pay agreements for adult social care workers, and on amendments to timelines for migrant routes to settlement, (4) updated government guidance on the approval of senior pay in the private sector, and on special severance payments in public sector exit payments, (5) an update to the OECD Model Tax Convention, including guidance on cross-border remote work, (6) a draft statutory instrument giving private households a new right to check spent convictions of ‘personal employees’, (7) EAT judgments granting an extension of time in a state immunity appeal, and confirming that a provisional liquidator’s appointment may trigger disapplication of TUPE transfer and automatic unfair dismissal provisions, (8) dates for your diary, and (9) other news items of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) a section 23 agreement between Lidl and the EHRC regarding sexual harassment in the workplace, (2) publication of employers’ technical guidance on neonatal care leave and pay, (3) a High Court decision upholding a claim for propriety estoppel based on an employer’s assurances to a departing employee that his share options would continue post-termination, (4) analysis by Aziz Rahman of Rahman Ravelli of the new failure to prevent fraud offence introduced from 1 September 2025 under the Economic Crime and Corporate Transparency Act 2023, (5) ICO consultations on proposed new Data (Use and Access) Act 2025 guidance relating to recognised legitimate interests and complaints handling by organisations, (6) advisory fuel rates from 1 September 2025, (7) the announcement of a new telephony service for the Employment Tribunals, (8) dates for your diary and (9) other news items of interest to employment practitioners.

This week’s edition of Employment weekly highlights includes: (1) Code of Practice (Requests for Flexible Working) Order 2024 bringing into effect the revised Acas Code of Practice, (2) final versions of the Income Tax (Pay As You Earn) (Amendment) Regulations 2024, and the Social Security (Contributions) (Amendment No 3) Regulations 2024 following the HMRC technical consultation on proposed amendments to employer obligations to report the advance and regular payment of salary to HMRC separately, (3) National Insurance Contributions (Reduction in Rates) Act 2024, (4) the financial settlement obtained by an Uber Eats worker following allegations that facial recognition checks were racially discriminatory, (5) an EAT decision addressing whether unconnected acts of discrimination linked by their factual setting should be treated as ‘conduct extending over a period’ to bring them all within the ordinary time limit for discrimination claims, (6) a report from the government Equality Hub’s Inclusion at Work Panel on improving workplace diversity and inclusion, (7) the updated March 2024 version of the Women in Finance Charter, (8) Strikes (Minimum Service Levels: Fire and Rescue Services) (England) Regulations 2024, (9) an EAT decision confirming that a dismissal was fair despite no written warning or appeal, (10) the new Vento bands for claims presented on or after 6 April 2024, (11) an EAT decision upholding strike out of a remedy claim after a successful liability judgment, (12) the latest ICIBI inspection report on the immigration system as it relates to the social care sector, (13) Social Security (2023 Benefits Up-rating) Order (Northern Ireland) 2024, (14) Social Security Benefits Up-rating Order (Northern Ireland) 2024, (15) Coronavirus Act 2020 (Extension of Provisions Relating to Live Links for Courts and Tribunals) Order (Northern Ireland) 2024, (16) analysis of the key changes to the EU Corporate Sustainability Due Diligence Directive, (17) dates for your diary, (18) updates to our case, consultation and legislation trackers and to our horizon scanner, and (19) a new Q&A.

This week’s edition of Employment weekly highlights includes: (1) the draft updated code of practice for services, public functions and associations being laid before Parliament, (2) an EAT decision on whether, if a fixed-term employee is treated less favourably in relation to training opportunities, there is the need for an additional finding that the treatment amounted to a detriment, (3) the call from Employment lawyers for radical reform of the employment dispute resolution and enforcement system, (4) the announcement of an overhaul of the fit note system, and publication of the results of a call for evidence that ran in 2024, (5) early findings from the WorkWell programme pilots, (6) criticism of the government’s plans for digital ID, (7) advisory fuel rates from 1 June 2026, (8) publication of the Work and Pensions Committee’s Disability at Work report, (9) analysis of the expansion of corporate criminal liability under the Crime and Policing Act 2026, written by Natalie Quinlivan, partner at Fieldfisher, (10) dates for your diary, and (11) other updates and resources of interest to employment practitioners.

This edition of Employment weekly highlights includes: (1) the Regulatory Policy Committee’s red-rated opinion on the Employment Rights Bill Impact Assessments, (2) the announcement of the statutory maternity, paternity, adoption and parental-related pay and sick pay rates taking effect from April 2025, (3) analysis by Robert Woodward and John Chaplin at BDO of changes to tackle tax non-compliance in the umbrella company market announced in the Autumn Budget 2024, (4) Law Society guidance on disability terminology and language, (5) the Tribunal Procedure Committee consultation response confirming that it will proceed with its proposed changes to the Employment Tribunal Rules of Procedure, expected to apply from January 2025, (6) and other news items of interest to employment practitioners.

This week’s edition of Employment highlights includes: (1) an EAT judgment on whether a new contractor, following a TUPE 2006 service provision change, is a ‘successor’ employer for unfair dismissal re-engagement purposes, (2) two decisions from the ECJ on the circumstances in which an employer’s unilateral changes to employment terms may trigger redundancy collective consultation obligations, (3) consideration of provisions of the Data Protection Bill 2017 by Liz Fitzsimons, a partner in the privacy, cyber and information law team at Eversheds Sutherland and Hannah Crowther, an associate at Bristows LLP, (4) dates for your diary, (5) updates to our case, legislation and consultation trackers, and (6) recently added Q&As.