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I've been reflecting on the government’s recent amendments to the Employment Rights Bill, and what they really mean for fire and re-hire practices.

Workplace Compass: As the government refines one of its flagship employment reforms, the latest amendments raise important questions for employers planning contractual change.

One of the things I deal with on a regular basis are contracts that auto-renew. So for example an academy trust enters into a services contract that looks like it's set up to run for two years. However buried in the terms and conditions is some drafting that says unless the client takes some specified proactive actions, then rather than come to an end after those two years the contract will automatically roll-over and the term will be extended - sometimes by a year, sometimes by more. (The 'worst' example I've seen was a contact that was auto-extended by an additional five years).

The Employment Rights Bill is without doubt the most significant piece of Employment Law to be introduced in the last 20 years or so. There is a lot in the Bill from the introduction of day 1 unfair dismissal rights to the establishment of the Fair Work Agency.

Whilst my fraud work is in the Civil Courts, I couldn't help but note with interest that Sir Brian Leveson has proposed a significant change to the way that fraud trials might be dealt with in the Criminal Courts - he has proposed abolishing trial by jury

Merger and acquisition activity in the independent schools sector has surged in 2024/25, marking an exceptional year.