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The UK Government's proposed amendments to the Employment Rights Bill (ERB) signal significant shifts in the collective redundancy landscape. These changes aim to bolster employee protections and ensure employers adhere to consultation obligations.

Today, the UK Supreme Court delivered a landmark ruling in the case of For Women Scotland Ltd v The Scottish Ministers, clarifying that the terms "woman" and "sex" in the Equality Act 2010 refer to biological sex. This unanimous decision has significant implications for the interpretation of sex-based rights and protections under UK law.​

In the UK, whistleblowing protections are primarily governed by the Employment Rights Act 1996 (ERA 1996), as amended by the Public Interest Disclosure Act 1998. These laws safeguard employees and workers who make protected disclosures - commonly known as whistleblowing - about wrongdoing in the workplace. However, the extent to which these protections apply to job applicants has been a topic of legal scrutiny.

As we navigate through 2025, the UK's employment law landscape is undergoing significant transformations. Driven by the Labour government's agenda to enhance workers' rights, these changes aim to reshape workplace protections and promote fairness.

Maternity leave is a critical time for both employees and employers - but it’s also an area where many businesses trip up. With frequent changes to UK employment law and evolving workplace expectations, even well-meaning employers can find themselves at risk of legal disputes or unhappy staff.

The Employment Rights Bill, currently under consideration in the UK Parliament, represents a significant overhaul of employment legislation. The Bill has undergone numerous amendments following extensive consultations with stakeholders, including businesses, trade unions, and civil society. These amendments aim to enhance worker protections, modernize industrial relations, and address long-standing issues within the UK labour market.

As companies increasingly turn to virtual stock options (VSOs) to attract and retain talent, questions are emerging about how these incentives are treated when employees choose to leave. In particular, legal and HR professionals are paying close attention to the distinction between “good leavers” and “bad leavers” — classifications that can dramatically impact whether departing employees retain any of their equity-based rewards.

In the current economic climate, understanding redundancy and settlement agreements is crucial for both employers and employees. These agreements are often used to resolve employment disputes and facilitate a smooth transition out of employment.

The UK government has recently introduced significant changes to the immigration rules, particularly affecting the Skilled Worker route and the Electronic Travel Authorisation (ETA) scheme. These changes, effective from 9 April 2025, are part of a broader strategy to align immigration policies with domestic workforce needs and to ensure fair treatment of international workers. Employers and applicants must be aware of these updates to ensure compliance and to understand their implications on recruitment and sponsorship processes.

The year 2025 brings significant changes to the UK employment landscape, particularly in terms of pay rates and statutory contributions. These changes are crucial for businesses to understand and adapt to, as they will directly impact operational costs and employee management strategies. This guide will explore the new statutory pay rates, the implications of increased National Insurance contributions, and strategies to navigate these changes effectively.