Stress Awareness Month: How employers should manage workplace stress
Every April, Stress Awareness Month shines a spotlight on the growing concerns surrounding mental health in the workplace. As modern work environments become more fast-paced and de
Increases to Vento bands effective from 6 April 2025
What are Vento bands? Vento bands are a means of determining the level of compensation payable to individuals for injury to feelings in successful discrimination claims. The term
Unfair Dismissal Case Update
The recent case of Hewston v Ofsted [2025] EWCA Civ 250 has provided some insight into the scope of conduct-based unfair dismissal claims. Find out more below. Case summary In
Yet another holiday pay case
After years of various holiday pay issues being determined in the tribunals, you’d be forgiven for thinking there surely can’t be another one, but you would be wrong! The mos
What the amendments to the Employment Rights Bill mean for employers
The amended Employment Rights Bill passed its third reading at the House of Commons on 12 March 2025 and has now progressed to the House of Lords. The Bill will then return to the
Prepare for Changes to Flexible Working
Call to all Employers: Prepare for Changes to Flexible Working Potential changes to the flexible working regime that every employer should be aware of. Since the Employment Rig
Government introduces further amendments to the Employment Rights Bill
We summarise some of the key points from the amendments to the bill and the consultation responses here: Collective redundancy consultation Currently, if an employer proposes to ma
Neonatal Care Act – Note for employers
What is it? Neonatal Care is defined as care of a medical or palliative kind within the first 28 days of the child’s birth. Neonatal care leave applies to those with parental res
Higgs v Farmor’s School
The Court of Appeal recently handed down a landmark decision in the case of Higgs v Farmor’s School, setting an important precedent around the rights of employees and the respons
Eddie Stobart Ltd v Graham: Manifestly Excessive Compensation
Employment Appeal Tribunal (EAT) holds that £10,000 compensation awarded in pregnancy/maternity discrimination case is “manifestly excessive” In Eddie Stobart Ltd v Graham, th
