The often-controversial practice of “fire and rehire,” where employers dismiss and then re-engage employees to alter their terms and conditions of employment, often leads to significant conflict between employers, employees, and trade unions.

The Employment Appeal Tribunal has confirmed the correct date from which any claim for the unlawful deduction of wages should start where the employment has come to an end.

The Foreign, Commonwealth & Development Office has updated its guidance on giving evidence by video link from abroad in a UK court or tribunal case.

This October sees the introduction of a new positive duty on employers to take reasonable steps to protect their workers from sexual harassment.

Last week, the Labour Party secured a landslide victory in the General Election, ending the Conservative Party’s 14-year reign. Central to Labour’s transformative agenda is its ambitious employment law overhaul under “Labour’s Plan to Make Work Pay: Delivering A New Deal for Working People” (the “New Deal”).

On 1 January the government introduced changes to the Working Time Regulations under which workers (that’s workers or employees) are entitled to a minimum of 5.6 weeks’ paid holiday each year.

April has seen a wave of new legislation and employment regulations in the UK. Here’s a summary of the important updates:

A ruling in the Employment Appeals Tribunal (EAT) this month is certainly worthy of note for employers looking to dismiss employees with a disability after seemingly having exhausted all possible reasonable adjustments.

The Equality and Human Rights Commission (EHRC) has released updated guidance regarding menopause in the workplace, outlining employers’ legal responsibilities under the Equality Act 2010 (EqA 2010).