The Supreme Court’s decision in For Women Scotland Ltd v Scottish Ministers continues to have significant implications for employers, with updated government guidance now confirming changes to the way gender pay gap reporting should be approached.
https://t.co/IF2dRh6Ng5
In a labour market focused on wellbeing and inclusion, fostering policies may soon become another important benchmark of a genuinely family-friendly workplace.
https://t.co/TMPZeE8Iwu
The right to request flexible working is a day-one right for all employees in the UK. Crucially, however, it is only a right to request flexible working, not a right to have the request granted.
https://t.co/ts4g7scxJd
For employers, the practical message is straightforward. Once litigation or discrimination complaints arise, every subsequent interaction with the former employee should be approached carefully and objectively.
https://t.co/Xj9GnFkNVW
For HR professionals, ‘protected conversations’ under section 111A of the Employment Rights Act 1996 (ERA 1996) remain a valuable, but often misunderstood, tool.
https://t.co/Zu9I5QCoIV
Permanent health insurance (PHI) is the employment benefit which breaks the rules. It can outlive employment, restrict an employer's ability to dismiss, and expose businesses to liabilities lasting decades.
https://t.co/xc2AMNw1Iw
From 6th April 2026, the right to Statutory Sick Pay (SSP) changed in ways that most employees will celebrate and most employers will not.
https://t.co/OkWjFAbNLf
Although the burden might be shifting on ‘all reasonable steps’ (at least insofar as third party harassment is concerned), employers are still going to need to approach the concept in the same way.
As we reflect on last week’s awareness day, the key takeaway is this: the Equality Act 2010 does not simply require employers to respond to discrimination. It requires them to anticipate, prevent, and, if at all possible, eliminate it.
https://t.co/BxwFRorgss
Managing underperformance is rarely straightforward and requires a balanced approach that combines clear expectations, early intervention, and a fair, well-documented process.
https://t.co/90XdnbSfXl
In a climate of growing public debate, HR’s role is therefore not to police diagnosis. It is to ensure that workplaces remain fair, lawful and responsive to the people within them.
https://t.co/cgRJ3fhk7u
If they do, and the business has not taken the time to understand and comply with their obligations, then the exposure is potentially huge.
https://t.co/A8KwUsAgSj
Employers need to take the time to consider carefully, whenever redundancies (or large scale ‘no-fault’ dismissals) are in the offing, whether their proposals trigger collective consultation obligations.
Small, thoughtful steps can help employers demonstrate cultural competence, reduce legal risk, and strengthen employee trust during Ramadan.
https://t.co/TVXgvporrG
As Milrine shows, forgetting (or mishandling) the appeal process can be the difference between a lawful exit and an unfair dismissal.
https://t.co/8iVkwcAyrA
What rights do employers have where there has been an overpayment of wages? In this article, we look at how overpayments of wages are treated under UK law.
https://t.co/ZiIzdVY6io
The lesson from Taylor Swift isn’t that everyone should give eye-watering bonuses. It’s that reward, when authentic and well-timed, is powerful.
https://t.co/3ZdC3wlYO3
For HR, the challenge is to balance that emotional impact with the legal and commercial realities - ensuring generosity doesn’t come at the cost of control.