News
Health and safety compliance is not optional — it’s the law. If you get it wrong, you could face serious penalties: fines often exceeding £20,000, prosecutions, and even imprisonment for directors under Section 37 of the Health and Safety at Work etc. Act 1974. Protecting your people starts with getting the basics right — and that means having the right Health and Safety Policies in place.
Non-Disclosure Agreements (NDAs) are legal contracts designed to protect sensitive or confidential information from being shared or misused. In the UK, NDAs are commonly used by employers when disclosing proprietary business information to employees, contractors, or third parties.
The UK Government's decision to abandon the 'Right to Switch Off' plan marks a significant shift in its approach to employment law reforms. Initially proposed as part of the Employment Rights Bill, the 'Right to Switch Off' was intended to allow employees to disengage from work-related communications outside their regular working hours without facing repercussions.
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.
