News
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.
The Data (Use and Access) Act 2025 (DUAA) has cleared Parliament and, once phased in later this year, will reshape how employers handle recruitment tech, staff data-requests and privacy complaints.
Discrimination claims brought by members of UK limited-liability partnerships can proceed against individual respondents who live and work abroad, the Employment Appeal Tribunal (EAT) has ruled in Prahl, Hofvenstam & Ågeback v Lapinski [2025] EAT 77.
The Employment Appeal Tribunal has handed down two decisions—PP v GG Ltd [2025] EAT 65 and Forrest v Amazon Web Services [2025] EAT 81—that sharply remind employment tribunals that striking out a case is a “draconian” measure to be deployed only when a fair trial has truly become impossible and lesser sanctions will not suffice.
Britain’s biggest overhaul of work-migration rules for a decade is under way after the Home Office published a 215-page White Paper and an immediate Statement of Changes HC 997.
Sweeping changes set out in the Pension Schemes Bill 2025 will, for the first time, let trustees rewrite their own scheme rules to pay surplus money back to sponsoring employers, provided the scheme is fully funded on a forthcoming “low-dependency” test. The Government says the new statutory power, published in the Bill on 5 June, removes the need for historic section 251 resolutions and will make it easier for well-funded defined-benefit (DB) schemes to channel capital into UK businesses.
Employers with staff spread across several sites face a major overhaul of redundancy planning after ministers confirmed the Employment Rights Bill will introduce a second, business-wide trigger for collective consultation alongside the existing “20 at one establishment” test.
Employers must do more than simply inform employees at risk of redundancy about internal vacancies; they are required to actively assist and support those employees in seeking suitable alternative roles within the organisation. This includes identifying potential vacancies, providing guidance on the application process, and ensuring that employees are not disadvantaged in accessing information or applying for roles.
The duty to make reasonable adjustments under the Equality Act 2010 arises where a disabled employee is placed at a substantial disadvantage by a provision, criterion or practice (PCP) applied by the employer. In Hindmarch v North East Ambulance NHS Foundation Trust [2025] EAT 87, the EAT confirmed that the employer’s duty is context-specific and only arises if the proposed adjustment has a real prospect of alleviating the disadvantage.
The Employment Rights Bill is set to reshape the landscape of UK employment law, introducing sweeping reforms through a phased implementation stretching into 2027. For HR professionals, this presents both a challenge and an opportunity: a challenge to stay ahead of legal obligations and a chance to strengthen workplace practices. This article translates the roadmap into an actionable checklist—ensuring your organisation is prepared, informed, and compliant at every stage.
