Adrian Fryer
In Oxborough v Lidl, Mr Oxborough had worked at Lidl for more than 10 years when a customer arrived at his till with a bottle of water taken from a multipack. It had no barcode, so the customer swapped it for a bottle that could actually be scanned, leaving the original behind.
Continue ReadingAdrian Fryer
From 1 October 2026, in a significant change to the illegal working regime, the obligation to establish a right to work is no longer confined to conventional employment relationships.
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The Employment Rights Act 2025 makes two significant amendments to the harassment provisions of the Equality Act 2010 from 30 October 2026.
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From 1 October 2026, the Employment Rights Act 2025 doubles the primary limitation period for many employment tribunal claims from three months to six.
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The duty to make reasonable adjustments under the Equality Act 2010 is imposed on the employer. Does that mean an individual manager involved in a failure to make an adjustment cannot be personally liable?
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Can an employer pay two groups differently because it needs to pay more to recruit people into one of the jobs? That question was at the heart of the Employment Appeal Tribunal’s recent decision in the long-running equal pay litigation in Thandi v Next.
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How should an employment tribunal deal with state benefits when calculating compensation for loss of earnings?
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From April 2027, employees will have a new day-one statutory right to bereavement leave. The Government’s consultation response has now provided considerably more detail about how the new entitlement will operate.
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Sarah Marten
For many employers, the Employment Rights Act 2025 can feel like a moving target. Just as businesses have got to grips with the changes introduced earlier this year, another wave of reforms is now on the horizon.
Continue ReadingAdrian Fryer
The Equality Act 2010 is the primary legislative framework covering discrimination in employment. In terms of the protected characteristic of sex, several different forms of discrimination are recognised. One of these is indirect discrimination. If an employer operates a provision, criterion, or practice (PCP) which places those of a certain sex at a particular disadvantage when compared with others, this will be discriminatory unless the employer can justify the PCP as a proportionate means of achieving a legitimate aim.
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