Insights

The EAT has confirmed that a final act by an employer need not be serious or blameworthy in itself to revive earlier conduct, provided it contributes to a repudiatory breach of trust and confidence when taken cumulatively.

A government-commissioned review of the current whistleblowing regime has flagged legal uncertainty, limited internal procedures, and inconsistent support for whistleblowers.

The Employment Rights Bill, introduced to Parliament on 10 October 2024, proposes significant reforms across various aspects of employment law. Below is a summary of key provisions, organised by topic:

The High Court has confirmed that employers may be liable under data protection and privacy laws in certain circumstances where personal information is disclosed following deceptive tactics, even if the disclosure is made orally.

On 7 July 2025, the government tabled further amendments to the Employment Rights Bill ahead of its House of Lords Report Stage on 14 July. These proposed changes would tighten several aspects of the Bill and, if passed, could have important implications for employers.

Workplace Compass: The Government’s latest amendments to the Employment Rights Bill would void NDA terms that prevent workers speaking out about harassment or discrimination. We explore what this could mean for employers in practice.