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:

Media headlines have dramatised the recent statutory government guidance, which allows local authorities flexibility to use capital receipts from qualifying asset sales to fund revenue costs. It has been confirmed that this could include funds generated by local authorities in disposing of school playing fields. 

When clients pursue personal injury claims, they rightfully seek compensation for the pain, suffering, and loss of enjoyment of life they’ve endured. This includes not only past expenses but also future financial losses, such as lost earnings if they can't return to their previous job or achieve promotions that might have been within reach had the accident not occurred.

Holidays are supposed to be all about fun and relaxation. Sadly, sometimes things go wrong, and accidents or illnesses can turn your dream getaway into a nightmare.

The Equality and Human Rights Commission has updated its interim advice to clarify how the judgment affects workplace facilities.

The Government has confirmed when the major changes will take effect, with phased implementation running into 2027.

The EAT has clarified how the ‘stop the clock’ rule applies when ACAS Early Conciliation starts before employment has ended.

Workplace Compass: The Employment Rights Bill marks a significant shift in the UK workplace landscape. While much of the focus is on new rights for individual workers, there are wider implications for how organisations engage with their people and manage change.

2 July 2025 marks a significant moment in family law following the Supreme Court’s decision in Standish v Standish, a case that will shape the treatment of non-matrimonial property (NMP)and matrimonial property (MP) in financial cases, following a divorce.