News
Artificial intelligence is rapidly transforming HR — from recruitment and performance management to workforce planning. But with opportunity comes risk. Employment use cases of AI are increasingly under regulatory scrutiny (the EU AI Act even labels them “high risk”), and tribunals are already seeing cases where automated tools have produced discriminatory or unfair outcomes.
The Employment Rights Bill introduces one of the most significant overhauls of workplace law in recent decades. For HR professionals, the challenge is not only understanding the reforms but also updating policies, contracts, systems, and training programmes in time for each commencement date.
Managing the exit of a senior executive is one of the most complex and high-stakes responsibilities for HR. Beyond the standard employment law considerations, these departures carry legal, financial, commercial, and reputational risks that require meticulous planning, structured processes, and close governance. This article provides practical guidance for HR professionals navigating board-level exits.
Whistleblowing cases can pose ongoing challenges long after an internal investigation has drawn a line under the original allegations. HR professionals are often left managing repeated claims, conduct issues, and potential dismissals against a background of heightened legal and reputational risk.
The Employment Appeal Tribunal’s recent ruling in Stedman v Haven Leisure Ltd [2025] EAT 82 has reshaped how employers and HR teams must apply the Equality Act disability test. Combined with the 2024 amendment extending “day-to-day activities” to include full and effective participation in working life, the case has major implications for recruitment, workplace adjustments, and litigation risk.
Disciplinary issues are among the most challenging aspects of HR practice. A misstep in process can undermine fairness, damage trust, and expose your organisation to costly legal claims. The stakes are about to get even higher: with the Employment Rights Act 2025 set to abolish the two-year qualifying period for unfair dismissal in 2026, every employee will soon have unfair dismissal protection from day one.
Settlement agreements are one of the most effective tools an HR professional has to achieve a clean and managed exit when employment relationships break down. Used well, they provide certainty, finality, and protection against future claims. Used poorly, they can unravel—exposing the organisation to litigation, reputational harm, and regulatory scrutiny.
Underperformance is one of the most challenging issues HR managers support. Getting it wrong exposes organisations to legal risk, disengages teams, and undermines culture. Getting it right builds fairness, confidence, and improved results.
Right to work (RTW) checks have always been a legal obligation for UK employers—but 2025 has raised the stakes. Civil penalties now stand at £45,000 per illegal worker for a first breach and £60,000 for repeat breaches, with potential criminal liability of up to five years’ imprisonment where an employer knew or had reasonable cause to believe someone was working illegally.
The recent Court of Appeal judgment in Leicester City Council v Parmar is a stark reminder for HR professionals: failure to apply disciplinary procedures fairly and transparently - especially when race is a factor - can have serious legal and reputational consequences.
