New guidance from the ICO on anonymisation and pseudonymisation

7 May 2025

The ICO has published guidance on anonymisation and pseudonymisation. The ICO notes the importance of anonymisation techniques to provide a privacy-friendly alternative to data sharing but not to the extent that this should avoid compliance with the law. The guidance gives an overview of anonymisation techniques and their strengths and weaknesses. It also assesses the […]

Costs orders in discrimination claims

5 May 2025

The general rule in Employment Tribunals (ET) is that each party will bear their own costs. This is unlike the civil courts where the general rule is that the winning party’s costs are met by the losing party, subject to some exceptions and special rules. When you issue a claim in the ET you are […]

New interim guidance from the EHRC following For Women Scotland

2 May 2025

The Equality and Human Rights Commission has issued interim guidance on the practical implications of the Supreme Court’s decision in For Women Scotland v The Scottish Ministers.  The guidance reiterates the Supreme Court’s ruling that in the Equality Act 2010 (EqA) sex means biological sex i.e. a woman is a biological woman or girl, born female […]

BBC review into workplace culture

30 April 2025

The BBC commissioned Change Associates to conduct a review into whether the BBC’s workplace culture was toxic.  Broadly the terms of reference included: The review engaged with around 2,500 employees and freelancers through individual and group meetings, a survey and written submissions. Researchers also spoken to trade unions, production companies and similar.  The key findings […]

The French influencers who don’t want to work

27 April 2025

I read a startling piece in The Times about influencers on social media in France who give ‘advice’ on how to make best use of the benefits system to avoid having to get a job. Aside from thinking about what a horribly cynical viewpoint this is – work gives purpose and so much more – […]

Third party harassment in the Employment Rights Bill

25 April 2025

If there’s one part of the Employment Rights Bill that is currently going through the legislative process that has drawn more comment than most it surely must be around clause 20 and the proposal to introduce the duty to take all reasonable steps to prevent third party harassment of employees. Lord Young of Acton, the […]

Tribunal wrong not to allow an amendment by litigant in person

23 April 2025

In Fong v Montgomery & Ors (Raemoir Trout Fishery) the EAT held that a tribunal was wrong to refuse permission to a litigant in person permission to amend his claim. The facts of his claim made clear what he was complaining about. The tribunal should have included a claim for automatic unfair dismissal. Mr Fong’s […]

No duty to add an unpleaded claim for litigant in person, holds the Court of Appeal

21 April 2025

The Court of Appeal has overturned the EAT’s ruling that an employment tribunal was under a duty to identify and determine a discrimination claim which had not been pleaded by a litigant in person. Mrs Moustache brought separate claims for direct discrimination prior to the termination of her employment and a later unfair dismissal claim […]

Why does my settlement agreement need to have a second signature other than mine?

18 April 2025

A settlement agreement is used between an employer and employee in a number of situations. This could range from agreeing to leave your employment following issues at work such as discrimination or a new manager coming in who wants to appoint his own team or it could be because you have started a claim in […]