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R (Greyhound Board of Great Britain Ltd) v Welsh Ministers [2026] EWHC 670 (Admin) What are the practical implications of this case? The ruling reinforces the constitutional divide between the courts and the legislature. It explains that the scheme and framework of the Government of Wales Act 2006 (GWA 2006) embody that separation of powers, and that any judicial attempt to recognise and enforce a common law obligation on Welsh Ministers to consult prior to introducing legislation in the Senedd would trespass upon that boundary. This is not a departure from established principle; case law has already upheld comparable rules for lawmakers in Scotland and at Westminster. However, this is the first express confirmation of the position for Welsh lawmakers, and the first time this dimension of the GWA 2006 has been analysed in such depth. The court examined earlier
The solution arrived through the United Nations Compensation Commission (UNCC), a quasi‑judicial body handling mass claims, created under UN Security Council Resolution 687. By addressing environmental harm—most notably via its ‘F4’ claim class—the UNCC set a seminal benchmark shaping how international law and contemporary arbitral panels allocate financial responsibility for wartime ecological devastation. With present-day wars in areas such as Eastern Europe and the Middle East bringing dam breaches, strikes on chemical facilities, and the burning of farmland, the UNCC’s legacy endures as an essential reference point for states, global investors, and companies engaged in post‑conflict arbitration. The F4 claims: Quantifying the unquantifiable Prior to the 1990s, mechanisms in international law for war reparations overwhelmingly favoured property loss, foregone earnings, and bodily injury. The natural world was commonly treated as a mute, non-compensable victim of armed hostilities...
Understanding the farming business as a business Many farms still use long-standing structures that arose by habit, not strategy. Sole traders, informal partnerships and outdated partnership deeds are common. While once effective, such setups can cause major issues around succession, tax planning and involving the next generation. A corporate team can take a fresh, business-led view of the farm, asking: Who owns the land and other critical assets? Who manages daily operations? Who carries the risk and who enjoys the return? What is the enduring plan for succession? From this review, the team can confirm whether the current setup is fit for purpose or if an alternative — for example an updated partnership agreement, a company, a limited liability partnership, or a blended model — would better meet the family’s aims. Tax efficiency through joined-up advice Tax sits at the centre of most
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What was the background to the consultation? On 15 May 2025, the government issued a formal consultation paper setting out detailed proposed reforms to the LGPS in England and Wales, together with accompanying draft regulations to enact them. The exercise centred on changes the government plans to deliver to widen access, improve fairness and simplify administration within the LGPS across the scheme. Survivor benefits and death grants Actions to tackle the gender pension gap Opt-out data collection Forfeiture rules and provisions Outstanding matters under the Mc Cloud remedy A suite of technical regulatory amendments The consultation formally closed on 7 August 2025, and the results were published on 2 February 2026. There were 172 responses, including 49 administering authorities, 25 employers, 68 members, the LGPS Scheme Advisory Board, the LGA, the LGPC, the LGPS National Pension Officer Group, a government department, four trade unions, plus professional bodies, and software and...
In this issue: Employment Rights Act 2025 Benefits Protected characteristics Confidentiality, duties and restrictions: enforcement Europe- EU New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Welsh Government consults on establishment of a Social Care Negotiating Body The Welsh Government has opened a consultation on creating a Social Care Negotiating Body ( SCNB) using powers in the Employment Rights Act 2025 ( ERA 2025). The SCNB would be responsible for setting Fair Pay Agreements for Wales’s social care workforce. Feedback is invited on the organisation’s design, role and anticipated effects. Responses will inform the government’s understanding of sector perspectives on the SCNB, including the bargaining approach, who and what it should cover, dispute...
In this issue: Employment Rights Act 2025 Status and worker categories Policies, handbooks and other documents Protected characteristics Whistleblowing Unfair dismissal Civil courts New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 DBT backtracks on publication of revised Codes of Practice for picketing and industrial action ballots The Department of Business and Trade ( DBT) has amended its webpages covering the updated draft Codes of Practice on Picketing and on industrial action ballots and employer notice, stating that the revised codes will no longer commence on 18 February 2026. DBT indicates the drafts, being reworked to reflect changes introduced by the Employment Rights Act 2025 ( ERA 2025), are still undergoing revision....
Advocate General for Scotland ( Representing the Ministry of Defence) v Milroy [2026] EAT 25 What are the practical implications of this case? This ruling potentially carries significant real-world consequences for reservists who were kept outside pension entitlement for service rendered before 1 April 2015, when the Armed Forces Pension Scheme 2015 commenced. That said, it should be borne in mind that under the 1975 and 2005 Armed Forces Pension Schemes, which applied only to regular personnel, a two-year qualifying period was required before any pension rights arose. On the Employment Tribunal’s findings, and looking at typical annual duty days and cumulative service, most reservists would not, in any event, have met the thresholds for a pension under those earlier arrangements. When advising in a specific matter, the individual’s span of service will therefore be a critical consideration. The conclusion on the basic pay point...
In this issue: Employment Rights Act 2025 Public sector Pay Pensions Protected characteristics Union status and obligations Employment Tribunals Employment Appeal Tribunal Industrial Relations Law Reports ( IRLR)— March 2026 Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Uncapped unfair dismissal—why bonus and equity are now central to exit risk Enacted shortly before Christmas, the Employment Rights Act 2025 ( ERA 2025) has employers gearing up for its staged roll-out, with some provisions commencing as early as February 2026. A headline change for remuneration is the abolition of the statutory cap on the compensatory award for ordinary unfair dismissal (currently the lesser of 52 weeks’ gross pay or £118,223). The issue is not merely the...
A. Sohail and A. Khalid v Lloyds Bank PLC (2202954/; 1600657/2022) Employment Judge Emma Burns, in a ruling released on Saturday, found that at the point when the pair sent internal Lloyds Bank PLC messages criticising Israel in May 2021, neither claimant possessed a protected anti- Zionist belief. She went on to record that by 10 November 2025, Sohail had formed a sincere anti- Zionist belief. That conviction, she said, is 'worthy of respect in a democratic society', despite the possibility that it would be captured by the International Holocaust Remembrance Alliance's working definition of antisemitism, she added. The working definition is a non-legally binding tool describing antisemitism as a particular perception of Jews which may manifest as hatred......
The legal delta: what changes? Even with the cap removed, compensatory awards still track compensatory loss, bounded by the familiar constraints: causation, mitigation and tribunal reductions such as Polkey deductions (where a fair dismissal would have occurred if a procedural defect were remedied) or deductions for contributory fault. Yet, despite those limits, once the statutory ceiling falls away, three outcomes are likely in most senior exits: The settlement corridor broadens significantly. For senior/high-earning employees, the ‘statutory anchor’ stops doing the heavy lifting and claimants are more inclined to push claims closer to a hearing (or at least right up to the brink of it) Incentives move from background noise to pleaded loss. Bonus ‘loss of chance’, forfeiture of deferred awards, and the valuation impact of equity vesting/lapse/forfeiture decisions become central features in schedules of loss Process risk turns into multiplier risk. Where relevant, the ACAS Code uplift (up to 25%)...
Akbars contends the Home Office ought to have identified which of four statutory bases it relied upon to impose the fine on the business. The grounds are: lack of permission for a worker to be in the UK invalid permission permission that has ceased to have effect permission that does not authorise the person to work there Counsel for Akbars, Sohail Mohammed of Kingston Law, told the UK Supreme Court that the authority can, and indeed should, set out the reason. But the Home Office maintains that saying the employee had 'no right to work' is enough. It says nothing indicates that being less specific would invalidate the civil penalty notice given to the restaurant. Zane Malik KC of 39 Essex Chambers argued for the government in the case before the court......
Employment Appeal Judge Douglas Fairley, sitting in Edinburgh, confirmed on 29 January 2026 a decision that the Mo D had penalised Major Charles Milroy. Fairley J said the department did so because of his part-time status, by ignoring his service before April 2015 for pension calculations and paying him less than full-time colleagues. In a judgment that may affect other army reservists, Fairley J rejected the Mo D’s case that Milroy was not a worker for the purposes of the Part-time Workers ( Prevention of Less Favourable Treatment) Regulations 2000, SI 2000/1551, which protect the rights of part-time staff. Fairley J stated that the lower tribunal had ruled ‘that there was no substantial difference between the nature of [ Milroy’s] relationship with the Army on the one hand and that between an employer and......
In this issue: Employment Rights Act 2025 Trackers and tables Employment status and worker categories Pensions Prohibited conduct (discrimination, etc) Equality claims in employment tribunals Data protection and staff information Employment tribunals Key dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Government publishes updated timeline for implementing ERA 2025 On 3 February 2026, the government released a revised timetable for bringing into force measures within the Employment Rights Act 2025 ( ERA 2025). The start date for protections against dismissal for declining to accept contract variations (fire and rehire) has been moved from October 2026 to January 2027. See: LNB News 04/02/2026 11. DBT launches consultation on fire and rehire protections for expenses and shifts The Department for Business and Trade ( DBT) has...
Seema Malhotra told a debate in the House of Commons on 28 January 2026 that the government intends to bring forward the Equality ( Race and Disability) Bill. The measure represents a Labour Party manifesto pledge. It would introduce new compulsory reporting requirements on the pay gap for employers with more than 250 staff members and codify a right to equal pay for disabled and ethnic minority workers, mirroring the protection already in place for women. However, Malhotra did not set out any timetable for presenting a draft bill. She stated to MPs only that at present......
In this issue: Pay, benefits and tax Prohibited conduct Industrial action TUPE and asset purchases Unfair dismissal Practice, procedure and settlement New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Pay, benefits and tax Social Security ( Contributions) ( Rates, Limits and Thresholds Amendments, National Insurance Funds Payments and Extension of Veteran’s Relief) Regulations 2026 SI 2026/ Draft: This draft instrument has been laid to implement the yearly uprating of the various National Insurance contributions ( NICs) rates, limits and thresholds used when determining liability (or voluntary contributions) for Class 1, Class 2, Class 3 and Class 4 NICs for the tax year commencing on 6 April 2026. It also continues the zero-rate relief on secondary Class 1...
In this issue: Employment Rights Act 2025 Worker status and categories Recruitment Pay Banned conduct Workplace protections against prohibited conduct Whistleblowing Data protection and staff information Trade unions—personal rights stemming from union membership Redundancy Employment Tribunals Industrial Relations Law Reports ( IRLR)— February 2026 Dates for your calendar Trackers Employment resources on Lexis+® Lex Talk® Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Employment Rights Act 1996 ( Application of Section 80B to Adoptions from Overseas) ( Amendment) Regulations 2026, SI 2026/ Draft: These Regulations amend the Employment Rights Act 1996 ( Application of Section 80B to Adoptions from Overseas) Regulations 2003, SI 2003/920, to align with changes to section 80B of the Employment Rights Act 1996 ( ERA 1996)...
As noted in our recent pieces, employees are increasingly deploying AI during grievance processes and in litigation. This presents tangible difficulties for employers, who find themselves disentangling lengthy, repetitive and quasi-legal complaints. Predictably, redundancy exercises are also affected by this shift. Here, we outline the key principles employers should keep in view in both the UK and Ireland... How is AI influencing consultation processes? AI-related challenges are emerging in the following areas: Selection pools and criteria — Employees are leveraging AI’s analytical capability to interrogate selection pools and criteria, producing extensive challenges. These may claim to reveal bias or other unfair patterns. Employers must then assess and address these reports (many of which contain inaccuracies), demanding considerable time and resources. Detailed requests and questions — AI is an excellent brainstorming aid. However, when used by employees during...
The UK’s limited approach to whistleblowing Although the UK officially brought in whistleblower protections in 1998, it has, like many European jurisdictions, traditionally been hesitant to reward whistleblowers. Stakeholders have raised worries about malicious or bad-faith reports, the exposure of whistleblowers under cross-examination, the possibility of criminal investigation where they are implicated in the disclosed conduct and, more broadly, the belief that disclosures should rest on moral rather than monetary motives. In practice, the principal deterrents to reporting misconduct are the absence of financial incentives and certainty. Prospective whistleblowers in senior roles or specialist fields may fear enduring career harm and consequent financial hardship if they speak up, particularly where robust and adequate (financial) safeguards are lacking. Current UK legislation The cornerstone statute on whistleblowing is the Public Interest Disclosure Act 1998, which modified the Employment Rights Act 1996. Its purpose is to shield workers from...
In this issue: Employment Rights Act 2025 Status and worker classifications Maternity, parents and carers Prohibited conduct Equality claims in the employment tribunal Employment Tribunals Employment Appeal Tribunal New and revised content Dates for your diary Trackers New Q& As Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 SI 2026/3, the Employment Rights Act 2025 ( Commencement No 1 and Transitional and Saving Provisions) Regulations 2026, brings selected provisions of the Employment Rights Act 2025 ( ERA 2025) into effect on 6 January 2026, 18 February 2026 and 6 April 2026. From 6 January 2026, measures in full include the repeal of the Workers ( Predictable Terms and Conditions) Act 2023 and an expansion of the ban on exclusivity clauses to cover all zero hours arrangements. Protection from detriment for taking industrial action ( ERA 2025, s 76) takes effect on 18 February 2026, rather than October 2026 as set out in the...
Mc Crory v Healthwatch Stockport Ltd [2026] EAT 3 What are the practical implications of this decision? The boundary between withdrawing a claim and the tribunal dismissing it, and the effects of each, can be unclear, especially for litigants in person. This EAT decision provides clear guidance on the correct procedure where a claimant argues they did not withdraw because their communication about withdrawal was not clear, unequivocal or unambiguous. It confirms that, if there is a dispute about whether a withdrawal occurred, resolving that question requires a judicial determination that is a judgment, not a case management order. Where a claimant says a dismissal judgment should not be issued (or should be set aside) because there was no effective withdrawal, both issues can be determined in a single judgment, but the two determinations must be stated separately as follows: whether the claim has been...
UK NCP offers mediation in Mc Donald’s case On 7 January 2026, the UK National Contact Point ( UK NCP) — a unit of the Department for Business and Trade ( DBT) — said it had proposed mediation to both the fast-food chain and the complainant coalition, comprising five trade unions and a civil society organisation. The UK NCP’s role is to consider complaints that multinational companies may have breached business guidelines. In February 2024, unions including the Bakers, Food and Allied Workers’ Union, together with the Trades Union Congress and the Corporate Justice Coalition, claimed there is evidence of ‘persistent, deeply rooted gender-based discrimination’ at Mc Donald’s, in contravention of business conduct guidelines and labour standards......
Summary of provisions The Employment Rights Act 2025 ( Commencement No. 1 and Transitional and Saving Provisions) Regulations 2026, SI 2026/3 bring several measures into effect, although most operate as enabling powers that permit secondary legislation to be made. The outline below sets out the provisions to be implemented under the ERA 2025 ( Commencement No. 1 and Transitional and Saving Provisions) Regs 2026, SI 2026/3, and their position from 6 January 2026. Workers ( Predictable Terms and Conditions) Act 2023 repealed — ERA 2025, s 7 — Fully in force — January 2026 — SI 2026/3, reg 2(4) Exclusivity clauses in zero-hours arrangements banned — ERA 2025, s 8 — Fully in force — January 2026 — SI 2026/3, reg 2(8) Guaranteed hours for zero/low-hours workers — ERA 2025 ss.1, 6, Sch. 2 — Enabling only — January 2026 — SI...
In this issue: Employment Rights Act 2025 Pensions Protected characteristics Prohibited conduct Maternity, parents and carers Redundancy Employment Tribunals Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Law—looking back at 2025 and ahead to 2026 The Lexis+® Employment team have assembled a round-up of the standout employment law developments across 2025, alongside a preview of priorities for 2026, including anticipated movement on the Employment Rights Act 2025 ( ERA 2025), the Equality ( Race and Disability) Bill, plus forthcoming legislation and notable cases. It also flags themes to watch and highlights items expected to shape practice in the year ahead. See News Analysis: Employment Law—looking back at 2025 and ahead to 2026. Employment Rights Act 2025—what is changing, and when? The...
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When evaluating a general damages claim, the practitioner ought initially to refer to the Judicial College Guidelines (JCG)...
This Practice Note This Practice Note reviews mechanisms used in settling litigation. A Tomlin order consists of a consent order paired with a schedule. It operates to stay proceedings on terms that have been agreed. The provisions contained in the schedule may remain confidential. This Practice Note describes the scope of confidentiality attaching to the schedule and sets out how it differs from a standard consent order. Sample wording for a Tomlin order is included, alongside links to precedents, as well as guidance on court approval. It also addresses varying, setting aside and enforcing a Tomlin order, including the considerations the court will take into account when handling applications for each. Further guidance is provided on interpreting and applying the relevant provisions of the CPR; however, some courts and divisions impose very specific requirements for both drafting and approval, and for approaching the schedule and confidentiality issues. Accordingly, you must consider the particular rules and court guide provisions in the forum where your claim is proceeding when drawing up the Tomlin order...
Date [ date ] Parties [ name of Landlord ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Landlord) [ name of Tenant ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Tenant) [ [ name of Guarantor ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Guarantor) ] [ [ name of Mortgagee ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Mortgagee) ] Definitions Within this Deed, the terms below shall be interpreted as follows: [ Annual Rent • the annual sum reserved under the Lease; ] [ Insurance Rent • the Tenant’s share of the Landlord’s costs of insuring the Property (as set out in the Lease); ] Lease • the lease of the Property dated [ date ], entered into between (1) [ the Landlord OR [ name ...
I, [ name ], of [ address ], solemnly and sincerely state that: [ Matters to be verified, set out in numbered paragraphs ] I make this solemn statement in good conscience, believing it to be true, and pursuant to the provisions of the Statutory Declarations Act 1835. DECLARED at [ details ] this [ day ] day of [ month and year ] Before me ................................................................................ [ signature of the person before whom the declaration is made ] A [ commissioner for oaths OR [ solicitor OR [ insert other qualification ] ] authorised to administer oaths ]...
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