Our employment law update for May covers a new EAT case on whether job applicants can bring whistleblowing claims, whether a blatant racial insult falls outside the scope of the Equality Act 2010 because it was not made “in the course of employment”, and a case covering the possible liability of external HR consultants as agents of the employer. We also have a general news round-up, including the government’s responses to proposed third party discrimination liability under the Employment Rights Bill, and a summary of the issues surrounding the EHRC’s interim guidance and subsequent developments.

Our employment law update for April covers the Supreme Court decision on the correct definition of “sex” and “woman” in the Equality Act and a Court of Appeal decision providing guidelines on gross misconduct dismissals. We also have a general news round-up, including mandatory  ethnicity and disability pay gap reporting, increases of compensation limits at the employment tribunal and new ACAS guidelines on statutory neonatal leave and pay.

The return of our monthly format for employment law updates sees new cases on whether a failure to carry out ACAS Early Conciliation is fatal to claims progressing, whether a claimant after proceedings are ongoing can add new claims not included in the ET1, and the correct approach for assessing injury to feelings when applying the “Vento” guidelines. We also have a general news round-up including the new regulations for Neonatal care coming into force from 6 April 2025, proposals from the Women’s Equality Committee on paid leave for early pregnancy terminations before 24 weeks (including miscarriage), and the latest from the FCA and PRA on “Sexism in the City”.

This week we look at a case that covers the issue of what constitutes proper lawful consultation in smaller scale redundancies (fewer than 20). In particular, the case looks at whether there a need for group consultation, and what the rules are on timing.

This week we summarise three very recent developments in employment law, one involving the Employment Rights Bill (ERB) and two new cases.

After a slightly extended summer break, we return with a summary of the new sexual harassment rules due to come into force in just over two weeks.

This week we consider a new EAT decision that emphasises the difficulties of making assumptions about tribunal time limits, particularly the date from when time starts to run. Please note that the Two Minute Weekly will be taking a one month holiday, returning on Thursday 12 September and we wish all our readers a happy summer and bank holiday.

This week we focus on a new case looking at the difficulties between balancing protections of religious belief with the rights and protections of LGBTQI+ individuals.