Everyone should be able to work without experiencing unlawful discrimination or harassment. Unfortunately, problems can arise at any stage of employment, from recruitment and promotion through to performance management, redundancy or dismissal.

Being offered a settlement agreement by your employer can feel unexpected, particularly if it is connected with redundancy, performance concerns, a grievance or the proposed end of your employment.

Problems at work can take many forms. You may have concerns about how you are being treated, a disagreement with your manager or colleagues, or you may have been told that your employer is investigating your conduct.

If you believe you have been treated unlawfully at work, you may be able to make a claim to an Employment Tribunal.

Starting a new job is an important step, but it is worth taking time to understand exactly what you are agreeing to before signing your employment contract.

Being told that your job is at risk of redundancy can be unsettling, particularly if you are unsure what your employer is required to do or what you are entitled to receive.

Executive Service Agreements can provide greater protection and clarity when employing directors and senior executives. This guide explains the key provisions employers should consider, including remuneration, notice periods, garden leave, confidentiality, restrictive covenants, intellectual property and termination, helping businesses protect their commercial interests from the outset.

Welcome to the Summer Employment Law Update. In our employment and HR updates, Tom Evans and the Employment & HR...

From 1 January 2027, the statutory qualifying period for ordinary unfair dismissal protection will reduce from two years to six months. This means employees will gain the right to bring an ordinary unfair dismissal claim much earlier in their employment than under the current rules.

The latest Tribunal Statistics Quarterly has highlighted the continuing pressure on the Employment Tribunal system, with claims continuing to outpace...

Where someone meets the definition of a disabled person under the Equality Act 2010, employers are required to make reasonable...

Welcome to the Spring Employment Law update. In our employment and HR updates, Tom Evans outlines recent cases, updates to the law...

A recent BBC report highlighted growing concern around the increasing number of fit notes being issued by GPs. That sits...

The Employment Rights Act 2025 will significantly increase the risk posed by unfair dismissal claims, transforming them from a mid-range...

Neurodiversity describes the natural variation in how people think, learn and process information. In the workplace, it often includes (but...

Welcome to the Winter Employment Law update. In our employment and HR updates, Tom Evans outlines recent cases, updates to the law...

Long term sickness absence can be challenging for both employees and employers. For employers, extended absence may affect productivity and...

The Employment Rights Bill has completed its passage through Parliament and has now received Royal Assent, becoming the Employment Rights...

Employment Tribunal proceedings are stressful for everyone involved. Where a claimant is neurodivergent (for example, autistic, ADHD, dyslexic, dyspraxic or...

Dealing with a grievance promptly and fairly is vital for employers. Employee grievances can disrupt the workplace, impact morale and...

Welcome to the Autumn Employment Law Update. The Employment Law Update provides the legal notices that HR Professionals need to...