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House of Lords debates EHRC’s interim update on practical consequences of For Women Scotland Supreme Court decision

16 May 2025

On 1 May 2025, the House of Lords debated the Equality and Human Rights Commission’s interim update on the practical consequences of the Supreme Court’s decision in For Women Scotland Ltd v Scottish Ministers [2025] UKSC 16. The debate provides clarity on several issues but was in the context of service provision, with no reference […]

Part-time status must be sole reason for less favourable treatment in Part Time Workers Regulations claims

14 May 2025

In Mireku v London Underground Ltd [2025] EAT 57 the Employment Appeal Tribunal (EAT) has held that for there to be a breach of the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551) (PTW Regs), an employee’s part-time status must be the sole reason for the less favourable treatment. The decision follows […]

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 […]

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 […]

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 […]

Is my employer obliged to give me a reference?

11 April 2025

Your employer is not legally obliged to give you a reference unless it has agreed to do so under the terms of a COT3 or a settlement agreement or unless it is required to do so which applies to some regulated sectors (teachers, FCA regulated managers). It is open to an employer to decline to […]