On 30 October 2026 the duty to prevent sexual harassment will become more onerous for employers who will be required to take all reasonable steps
In the University of Bristol v Dr David Miller the EAT has upheld findings that an academic’s particular anti-Zionist beliefs were protected under the Equality
The Government has published its response to the Consultation on Leave for Bereavement including Pregnancy loss which ran from 16 October 2025 to 15 January
In September 2026, the Government published the response to its consultation on improving access to flexible working. From Autumn 2027, new rules will prescribe that
What is happening? Regulations have been made bringing into force the provisions of the Employment Rights Act 2025 which extend time limits for most employment
In this 45-minute webinar, BDBF Partners Claire Dawson and Paula Chan discuss the big shifts coming to the unfair dismissal landscape from 1 January 2027.
In Augustine v Data Cars Ltd the Supreme Court has made it easier for part-time workers to complain about being treated less favourably than a
In AB v GH Limited the EAT has clarified how consent and intoxication affect whether sexual conduct is ‘unwanted’ for harassment purposes. Consent is an
On 30 July 2026, the Advisory, Conciliation and Arbitration Service (ACAS) published a revised draft of their Code of Practice on Disciplinary and Grievance Procedures
In Wolfe v Taka Mayfair Ltd, the Employment Appeal Tribunal (EAT) has considered whether the right to be accompanied at a meeting applies where an
From 1 October 2026, employers will become obliged to conduct ‘right to work’ checks on a wider range of individuals, extending beyond those who have
On 1 January 2027, the period of service needed to claim unfair dismissal will be reduced from two years to six months. At the same
