The 'camera on' tribunal case isn't really about cameras - it's about reasonable adjustments. A recent Employment Tribunal ruling in favour of an employee who claimed disability discrimination after being refused permission to keep her camera off during virtual meetings has sparked debate about hybrid working policies. The headlines have understandably focused on whether employers can require employees to switch their cameras on. But in reality, this case is about something m

The Employment Rights Act 2025 (ERA 2025) represents the biggest overhaul of UK employment law in decades. While many employers are aware that changes are coming, far fewer appreciate the financial risks of leaving outdated contracts, policies and procedures untouched. Many business owners see updating HR documentation as an unnecessary expense. In reality, it's one of the best investments they can make. Well-drafted employment contracts and up-to-date policies don't just hel

On 26 October 2024, a significant shift in employment law came into force. Employers are no longer expected to simply react to complaints of sexual harassment - they now have a legal duty to take proactive steps to prevent it from happening in the first place. This marks one of the biggest changes to workplace equality law in recent years. The changes don't stop there. The Employment Rights Act 2025 introduces further reforms, with additional obligations coming into force fro

Over the past few months, I've spoken to a number of organisations that are preparing for employment law changes by updating policies and rewriting contracts. While that's important, it's often not where I suggest they start. The biggest risks I see rarely come from having the wrong document. They come from managers not following the process, inconsistent decision-making, or policies that no longer reflect how the organisation actually operates. For example, a business may ha

Most disciplinary issues don't become problematic because of the original misconduct. They become problematic because the process is rushed, inconsistent, or poorly managed. Over the years, I've supported organisations through a wide range of disciplinary matters, from relatively straightforward conduct issues to more complex cases involving senior employees. While every situation is different, the same mistakes tend to appear time and again. 1. Acting before establishing t

The Employment Rights Act 2025 represents the most significant overhaul of UK employment law in decades. While many of the reforms will be implemented gradually, employers should begin preparing now to ensure compliance and minimise future risk. The legislation introduces a wide range of changes affecting recruitment, employment contracts, employee relations, family-friendly rights, workplace practices and enforcement. Whilst the full details and implementation dates contin

The Employment Rights Act 2025 represents one of the most significant reforms to UK employment law in a generation. While many of the changes will be implemented in phases between 2026 and 2027, employers should already be reviewing policies, contracts, and management practices to ensure compliance and reduce future risk. For HR professionals, the Act presents both challenges and opportunities. Organisations that prepare early will be better positioned to manage employee rela

The success of any organisation relies heavily on the performance of its employees. A highly motivated and productive workforce can...

In the legal matter of Dobson v Cumbria Partnership NHS Foundation Trust, Ms. Dobson had a well-established commitment to working...

The Equality and Human Rights Commission (EHRC) has issued new guidance reminding businesses and employers that it is unlawful to place...