Browse our law brief articles and blogs, aimed at addressing the practical implications of the latest legal developments affecting you and your organisation.
The Equality and Human Rights Commission (EHRC) has published an interim update on the practical implications of the Supreme Court's judgment in For Women Scotland v Scottish Ministers.
The Court of Appeal has clarified when the absence of historic records might justify drawing adverse inferences, offering helpful reminders for employers about evidential risks, record-keeping practices, and statutory compliance.
A closer look at the legal implications of England’s evolving devolution and local government restructure – and what it means for your legal team’s capacity, planning and resilience.
The Supreme Court has clarified what 'sex' means under the Equality Act. Employers now have greater legal certainty, but the case also highlights the need to balance workplace inclusion with existing legal protections for trans people.
The EAT has overturned a £20,000 costs order due to the tribunal's flawed assumptions about legal advice and hindsight bias in assessing prospects of success.
It is your responsibility to ensure that they are made aware of the pending application and that they have been given the opportunity to respond to it.
The Upper Tribunal has ruled that a doctor engaged through a company would have been an employee under a direct contract, presenting a reminder of the complexities and potential liabilities under IR35.
The Government has launched a wide-ranging call for evidence on proposed changes to equality and employment law. Employers are invited to share their views on equal pay, combined discrimination and workplace harassment by 30 June 2025.
The Children's Wellbeing and Schools Bill and the Health and Social Care (Wales) Act 2025 were both introduced in 2024. Both include provision to limit profits in certain settings which provide care and support wholly or mainly to children.
Schools who support children with Special Educational Needs and Disabilities ("SEND") need to balance their health and safety law obligations with their responsibilities under the Equality Act 2010 and Human Rights legislation.
The Employment Appeal Tribunal has upheld a tribunal’s decision that a racist comment made by one employee to another did not give rise to employer liability under the Equality Act 2010.