Our employment library

The Labour Department has changed the Heat Stress at Work Warning (“HSWW”) system following concerns that its thresholds did not adequately reflect severe conditions.

Does a business restructure or TUPE transfer have any immigration or employment permit implications? The answer is yes: where a restructure involves a TUPE transfer, liability for employing foreign nationals without valid immigration permission will transfer to the new employer, and both parties will need to address their post-transfer notification obligations under the Employment Permits Act 2024.

Listen here for the latest developments and essential practical takeaways (short enough to fit into a quick coffee break!). Lawyers from our IHELC team will discuss key developments in employment law with our usual pragmatism and insight, a touch of humour and a sharp focus on the in-house lawyer’s perspective.

Few expected Malta to meet the 7 June 2026 deadline for transposing the EU Pay Transparency Directive. With elections having recently taken place, there was little sign that legislation was imminent. Yet on 5 June, Malta published the Equal Pay (Transparency and Reporting) Regulations 2026 – with most of the requirements of which taking effect immediately with no transitional period.

Greece transposed the EU Pay Transparency Directive on 6 July 2026, making it the fifth EU Member State to finalise transposition.

From 1 October 2026, the time limit for bringing an employment tribunal claim will increase to six months for all claims, including unfair dismissal and discrimination claims.

This Inbrief guide explains the new right for trade unions to access the workplace from 30 October 2026, including how the process works, what employers need to do, and what access terms look like in practice. It also covers the main exceptions and how access agreements are enforced.

The Court of Appeal has confirmed that vicarious liability owed to third parties does not transfer under TUPE. We explore the impact for both transferors and transferees.

This Inbrief provides an overview of the Employment Tribunal process, from making a claim to the outcome of the final hearing. It is deliberately brief and does not cover every aspect of tribunal procedure, so do seek specific advice on your own circumstances if you are involved in a claim. This applies to England and Wales only, as the process in Scotland and in Northern Ireland is a bit different – do contact us if you need more information about this.

Next has successfully appealed some (but not all) of a landmark equal pay decision from two years ago, providing some useful clarification on when market forces can be used to justify unequal pay.

Recently, a Chinese multinational tech giant dismissed a Project Manager after screenshots of his seven-figure compensation package were circulated online. The package was reportedly worth over RMB 3 million (about US$470,000). The company dismissed the individual on the basis that he had disclosed sensitive corporate information and permanently blacklisted him from future employment at the organisation. The screenshots went viral on Chinese social media and sparked nationwide discussion on compensation packages and pay confidentiality.

Andy Burnham has advocated for better working conditions long before he became Prime Minister. Now that “Manchesterism" has arrived at Number 10, employers should be paying close attention to where his ambitions meet (and go beyond) the Employment Rights Act 2025 reforms.

The EAT has upheld a seven-figure award against an employer which did not properly conclude collective bargaining before making a direct pay offer to its workforce.

The Fair Employment Tribunal in Belfast has, for the first time, ruled on discrimination and harassment claims based on gender critical beliefs as a form of political opinion, in the closely watched case of Sara O'Gorman (Morrison) v Belfast Film Festival Limited. Although the claimant lost, the judgment offers useful early guidance for Northern Ireland employers navigating this fast-moving area of law.

The Employment Rights Act 2025 will give trade unions a general right to enter workplaces to recruit, organise and represent members for the first time in Great Britain.

The government has published a new consultation on equal pay and pay discrimination, which makes some significant proposals about attempting to fix the shortcomings of the current system and making equal pay more effective for disabled people and those from ethnic minority groups. Here’s our overview.

A change to the government’s statutory guidance on gender pay gap reporting has been published stating that reporting should be based on employees’ biological sex. This insight explains the change in more detail.

The anti-immigration protests and violence that erupted across Belfast following a stabbing incident on 8 June 2026 are causing many to feel appalled, frightened and vulnerable. We look at key obligations for Northern Ireland employers and provide practical guidance on how to support employees at this time.

This is a complete practical guide to gender pay gap reporting obligations for companies of all sizes and sectors in Great Britain. The FAQ format is designed to help employers to calculate your gender pay gaps and prepare your gender pay gap reports. Based on our experience of advising employers of all sizes and across all sectors since 2016, we show you how to get it right, avoid common pitfalls, and ensure your gender pay gap reporting is accurate, compliant and credible.

The Employment Rights Act 2025 is transforming employment law in the UK. In this article, we consider the changes relevant to mergers and acquisitions. We explore the knock-on implications for both sellers and buyers, focussing on due diligence, the acquisition agreement and post-completion integration.

In this episode, Tarun Tawakley and our industrial relations expert David Hopper discuss the recent and forthcoming changes affecting trade unions under the Employment Rights Act, with practical takeaways for both unionised and non-unionised businesses.

The Employment Rights Act 2025 will give trade unions a general right to enter workplaces to recruit, organise and represent members for the first time in Great Britain.

On 30 March 2026, the Romanian government published a revised version of its draft law transposing the EU Pay Transparency Directive (Directive 2023/970). The original draft law was previously consulted on amongst business partners, and the revised draft is now published for public consultation. The revised draft continues to closely track the wording and structure of the Pay Transparency Directive, reinforcing Romania’s approach of substantive alignment with the Directive. Romania remains on track to meet the 7 June 2026 transposition deadline, with the revised draft providing greater clarity on its implementation approach.

Industrial action is a way for unions to put pressure on an employer about changes in the workplace. The new Employment Rights Act makes it easier for unions to call strikes and may also lead to increased trade unions membership in Great Britain. This Inbrief outlines the law in this area and gives employers practical tips for responding to and avoiding conflicts. 

It is not unusual for workplace tensions, sickness absence and performance concerns to arise at the same time. A recent Irish Workplace Relations Commission case sheds light on when the duty to provide reasonable accommodations under the Employment Equality Acts 1998-2021 applies for employers where these issues coincide.

Women over the age of 50 are the fastest growing group in the workforce. As more employees go through the menopause during their working lives, employers need to be aware of the impact in the workplace.

Employers with 250 or more employees are required to report on the gender pay gap in their organisation. This Inbrief provides an overview of the law as it applies to the private and voluntary sectors.

Workers who “blow the whistle” on their employers have the right not to be dismissed or otherwise penalised as a result.

This Inbrief highlights some of the main issues for employers when making collective redundancies, which involves obligations to consult with affected employees.

To help employers ensure that their job evaluation processes under the Pay Transparency Directive are fair, objective and gender neutral, the European Commission and the European Institute for Gender Equality (EIGE) have issued updated EU wide guidelines and practical toolkits, offering a clear roadmap for implementing gender neutral job evaluation systems.

With the deadline fast approaching for UK employers to report their gender pay gaps, we sent a Freedom of Information Act request to find out what happens to employers that don’t comply.

Last spring, the government consulted on ethnicity and disability pay reporting, setting out how the new reporting regimes would work. Its response has now been published, confirming that large employers will face mandatory reporting requirements.

The maximum penalty for not properly consulting about collective redundancies will double from 90 to 180 days’ pay per employee from 6 April 2026. Exactly how the new rules will apply to ongoing collective redundancy exercises is, however, unclear.

Romania’s name traces back to the Roman Empire, but its employment law regime is firmly rooted in the modern EU framework.

Large UK employers’ obligation to publish gender pay gap reporting data will expand into a new duty to publish equality action plans, including gender pay gap action plans and menopause action plans. The government recently published guidance on the new duty, with more detailed guidance to follow in April. Employees, applicants and the court of public opinion will judge employers who don’t take effective action.

Many successful owner-managers and entrepreneurs initially planned their new businesses whilst working for or with organisations in the same industry or sector. Managing this transition effectively is often key to the success of the new competitor business and getting it wrong can result in the new business failing before it has even started.

Protecting your business from competitive threats is vital. Losing a team or a key employee to a competitor can be extremely damaging. You may lose clients, prospects and other staff. Your valuable confidential information and trade secrets may be put at risk.

With the 7 June 2026 transposition deadline fast approaching, BusinessEurope, the largest pan-European business organisation, has formally requested the European Commission to pause the Pay Transparency Directive for two years.

This Inbrief provides an outline guide to being a witness at the Employment Tribunal, covering what to expect and tips on giving evidence both in person and online. This applies to England and Wales only, as the process in Scotland and in Northern Ireland is a bit different – do contact us if you need more information about this.

The High Court decision in Khan Farooq Ahmed v Delivery Hero Food Hong Kong Ltd [2025] HKCFI 4030 has prompted renewed discussion on employers’ obligations to maintain a safe system of work, especially for employees performing outdoor or mobile roles in adverse or extreme weather conditions. 

Changes to the statutory sick pay regime being introduced by the Employment Rights Act 2025 have received less attention than some of its more headline-grabbing proposals. Nonetheless, they are significant – and will have a significant impact on employers’ bottom line.

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) and previous versions of the regulations have been in force in the UK since 1981. The purpose of TUPE is to safeguard employee rights in the transfer of a business.

The draft Bill implementing the Pay Transparency Directive for men and women was submitted to the Council of State for advice on 20 January 2026. It is not yet known when this advice will be issued. What is clear, however, is that following the internet consultation and input from various advisory bodies, the draft Bill has been amended on several points.

The Employment Appeal Tribunal has held it was indirect race discrimination for an NHS Trust to keep transferring employees on a lower rate of pay than existing employees.

The Court of Appeal agrees that clinical commissioning was not an “economic activity”, meaning TUPE was not triggered.

Cyprus has published a draft bill to implement the EU Pay Transparency Directive, signalling a comprehensive framework for pay transparency, pay equity and enforcement across both public and private sector employers once enacted.

We all want to work in a harassment-free environment – but sexual harassment still happens far too often. What can and should employers do to prevent it?

2026 is set to be a pivotal one for global employment law, with sweeping labour reforms, new EU-wide pay transparency obligations, and continued progress on AI regulation all driving significant change in the world of work. In this insight, as part of our regular horizon scanning series, we explore the key developments expected to define the next 12 months.

In some rare good news for employers, a new Employment Appeal Tribunal decision says that employers do not have to take into account past dismissals when deciding whether the threshold to trigger collective redundancy consultation obligations has been reached. In doing so, the EAT has given a restrictive reading to the European Court of Justice decision in the Marclean case, reached just before the end of the Brexit transition period.

As part of our TUPE takeaways series, we consider a recent Employment Appeal Tribunal decision which explored how TUPE applies when a transferor is insolvent. How can TUPE be modified? And what conditions need to be met?

Two consultations have been published on changes to trade union law set out in the Employment Rights Bill. These give a useful steer on the government’s preferred options – although some key details remain unknown.

Despite Northern Ireland initially leading the way with a proposal to extend gender pay gap reporting to include ethnicity and disability pay gap reporting (the intention was first laid out in the Employment (Northern Ireland) Act 2016), in a synopsis of responses to the public consultation on the introduction of gender pay gap reporting in Northern Ireland, the Department for Communities reveals those plans will not be proceeding, at least for now.

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

The maximum penalty for not properly consulting about collective redundancies will double from 90 to 180 days’ pay per employee from April 2026. This will be one of the first measures in the Employment Rights Bill to take effect – although exactly when it will bite is unclear, as our article explains.

The Trade Unions (Amendment) Bill 2025 (the “Bill”) was passed by the Legislative Council on 25 June 2025 and will come into operation on 5 January 2026. The Bill amends the Trade Unions Ordinance (Chapter 332) with the aim to better safeguard national security and enhance the regulatory regime for trade unions in Hong Kong.

In this TUPE takeaways insight, we consider top tips for both transferors and transferees when restructuring a business.

Listen here for the latest developments and essential practical takeaways (short enough to fit into a coffee break!). Lawyers from our IHELC team will discuss key developments in employment law with our usual pragmatism and insight, a touch of humour and a sharp focus on the in-house lawyer’s perspective.

The Irish Government recently passed the Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2025 (“Regulations”) confirming some noteworthy changes to gender pay gap reporting requirements for Irish employers.

Workers who “blow the whistle” on their employers have the right not to be dismissed or otherwise penalised as a result.

Sweden has been running annual pay surveys since 1994 — so are they ahead of the curve, or just assembling the directive with their own set of instructions? Tom and David are joined by Jenny Hellberg from Elmzell Advokatbyrå to unpack Sweden’s draft implementation of the Pay Transparency Directive. From strained IKEA metaphors to real-life enforcement mechanisms, they explore categorisation, union cooperation, and whether this famously egalitarian nation is really as flat-packed and ready as it seems. Pour yourself a strong fika-style coffee and tune in.

As part of our “TUPE takeaways” series, we consider some recent cases on whether vicarious liability transfers under TUPE and the implications for employers.

Mandatory ethnicity and disability pay gap reporting has moved one step closer to becoming law, with the government setting out the basics of how the new pay gap reporting regimes will work and opening a consultation to gather views.

Join David Lorimer, Anna Bond, Tom Heys, and Sally Hart in this special podcast episode recorded at The Work Agenda conference in February. They discuss Labour's upcoming reforms to pay reporting in the UK, including changes to gender pay gap reporting and the introduction of ethnicity and disability pay gap reporting. Tune in for practical advice on gathering and reporting data, and insights on preparing for these changes to ensure pay equality in the workplace.

This week marks National Apprenticeship Week, an initiative that celebrates the benefits apprenticeships can bring to individuals, businesses and the wider economy.  It’s also the first National Apprenticeship Week under the new Labour government. With changes for apprenticeships planned as part of Labour’s wider employment reforms, we consider what employers can do to reduce barriers and increase access to apprenticeship schemes. 

Listen here for the latest developments and essential practical takeaways (short enough to fit into a coffee break!). Lawyers from our IHELC team will discuss key developments in employment law with our usual pragmatism and insight, a touch of humour and a sharp focus on the in-house lawyer’s perspective.

This is the first year when the new duty to prevent sexual harassment will be in force over the festive season. As employers make plans to celebrate with their workforces, how do sexual harassment risk assessments apply to workplace parties?

In this podcast Ciara Fulton joins Labour Relations Agency, to look at the contents of the Department for the Economy's "Good Jobs" Employment Rights Bill consultation.

Listen here for the latest developments and essential practical takeaways (short enough to fit into a coffee break!). Lawyers from our IHELC team will discuss key developments in employment law with our usual pragmatism and insight, a touch of humour and a sharp focus on the in-house lawyer’s perspective.

How will the Employment Rights Bill change unfair dismissal law? And what - if anything - can employers do to prepare? Our article takes a deep dive into the issues.