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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 Sole traders, informal partnerships and outdated partnership deeds are common.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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AI regulatory ‘sandboxes’ On 21 October 2025, the technology ministry set out plans to establish AI regulatory ‘sandboxes’ aimed at spotting and removing regulatory obstacles across healthcare, professional services, transport, and robotics within advanced manufacturing. These sandboxes permit specific rules to be temporarily relaxed or adjusted for a set period inside secure, controlled trial environments designed for testing. Nonetheless, the announcement makes it clear that certain areas sit outside the sandbox, including: consumer protection and safety requirements fundamental rights protections for workers intellectual property rights......
In this issue: Immigration Pay Protected characteristics Settlement Issues arising on termination Employment Tribunals 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 Immigration Immigration Skills Charge ( Amendment) Regulations announces 32% increase to ISC fees Draft Immigration Skills Charge ( Amendment) Regulations 2025 have been placed before Parliament. They would amend the Immigration Skills Charge Regulations 2017, SI 2017/499, lifting the Immigration Skills Charge—paid by sponsors of Skilled Workers and Senior or Specialist Workers—by 32%. See: LNB News 16/10/2025 59... Pay DBT names and shames 491 employers failing to pay minimum wage The Department for Business and Trade ( DBT) has publicly identified 491 employers that underpaid the national minimum wage to about 42,000 workers in its 22nd naming round....
The Equality and Human Rights Commission ( EHRC) has advised Bridget Phillipson, the Minister for Women and Equalities, that organisations still use 2011 guidance to interpret the Equality Act 2010 ( Eq A 2010) which is outdated and now deemed unlawful, rather than the Commission’s new advice sent to Phillipson six weeks ago, the watchdog said. The EHRC’s revision sets out relevant case law on disability, the threshold for a legally protected philosophical belief, and changes flowing from the Supreme Court’s judgment in For Women Scotland v Scottish Ministers [2025] UKSC 16 about the definition of sex. Baroness Kishwer Falkner, the EHRC’s chair, pressed Phillipson to withdraw the obsolete guidance and to present the draft update to Parliament for parliament to consider......
In this issue: Immigration Pensions Tax Whistleblowing Data protection and employee information Financial services and banking: employment issues Employment Tribunals Industrial Relations Law Reports ( IRLR)— November 2025 Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Immigration New Statement of Changes HC 1333 laid The Home Office has introduced a fresh Statement of Changes to the Immigration Rules, HC 1333, accompanied by an Explanatory Memorandum ( EM). Alongside replacing Part 9 of the Rules with a new Part Suitability, the Statement immediately places Botswana on the Visa National List, raises the English language requirement for certain work routes, shortens the graduate route to 18 months (for non‑ Ph D applicants submitting after 1 January 2027), widens the High Potential...
Some of these shifts will be driven by regulators such as the Financial Conduct Authority, which is expected to finalise guidance on how organisations should handle non-financial misconduct. Lawyers also anticipate wider adoption of AI and a rising inclination among employees to express politically sensitive views in the workplace, keeping teams alert as 2026 approaches. They are likewise awaiting further clarity on several measures within the Employment Rights Bill ( ERB), which is expected to secure Royal Assent by winter. Billed as the most significant overhaul in a generation, the ERB will usher in major changes across aspects of contract and equality law. Yet Rebecca Jobling of Lewis Silkin LLP noted that headline plans for day-one protection from unfair dismissal and a right to guaranteed working hours have ‘big gaps to be filled in by regulations’, which makes it very difficult for...
Employment Judge Jonathan Brain In a decision dated 7 October 2025, he found that David Driver and Paul Brackpool forfeited their specialist posts solely because their impairments led bosses at South Yorkshire Police to place them within a pool of ‘restricted officers’ to be sent to bolster stretched departments. The judge observed that, by any measure, transferring a specialist like Mr Driver out of his field to an operation where he could contribute only in a limited way, both in skills and time, was not an objectively reasonable step. Both men joined the force in the 1990s. Driver moved to the mounted unit in 2002, overseeing officers on horseback, but after an injury left him with a permanently weakened ankle, he was designated an adjusted duties officer. Brackpool served as a dog handler and was placed on restricted duties due to coronary heart disease and...
In this issue: Horizon scanning Status and worker categories Benefits Prohibited conduct Unfair dismissal Settlement Employment tribunals Dates for your diary Trackers New Q& As Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning What to watch in Employment law this winter In 2025, the government’s suite of employment reforms has set the pace, yet noteworthy shifts in case law and workplace culture also merit close attention as winter draws in. Some updates will stem from regulators, including the Financial Conduct Authority, which is anticipated to finalise guidance on tackling non-financial misconduct. Practitioners should also be mindful of the broader adoption of artificial intelligence, alongside a rise in employees voicing politically sensitive opinions at work, both of which demand vigilance as 2026...
The Ministry of Justice ( Mo J), responding to a report in The Guardian that a proposal was signed off in the June 2025 spending review, said it is still considering fee structures and spending plans to tackle ‘huge tribunal backlogs and widespread funding and sustainability pressures’. However, lawyers warned that any charges should be kept low, imposed equally on employers and paired with financial support, to safeguard access to justice and head off the trade union resistance that scrapped the fee regime eight years ago. Jo Moseley, an associate at Irwin Mitchell LLP, observed that restoring employment tribunal fees could ease the load on an overstretched system. The Mo J has also been slow to appoint new judges to confront the current backlog, now put at roughly 50,000 claims, while fresh cases exceeded 33,000 in 2024. A 15% jump in claims is...
Oni and others v London Borough of Waltham Forest and others ( EA-2025-000258- DXA) Rachel Crasnow KC, acting for three foster carers — Pauline Oni, Paulette Dawkins and Angela Reid — told the appeals tribunal the moment has come for foster carers to have a chance to persuade the UK’s top court they ought to be treated as ‘workers’ for employment law purposes. The trio, who brought claims against the London boroughs of Bromley, Haringey and Waltham Forest, are challenging a January 2025 employment tribunal decision which held it was constrained to dismiss their bid for worker status. The lower tribunal said it was bound by a 1998 Court of Appeal case, W v Essex County Council, which determined foster carers do not perform their role under a contract of employment. Crasnow argued W v Essex County Council has hamstrung foster carers for far too long, and...
In this issue: Horizon scanning Status and worker categories Immigration Data protection and employee information 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 Horizon scanning House of Lords to consider Employment Rights Bill on 28 October 2025 On 28 October 2025, the House of Lords is due to examine amendments from the House of Commons to the Employment Rights Bill, a move expected to represent the final step in its passage. Royal Assent is anticipated in early November. See LNB News 30/09/2025 47 and the Employment Rights Bill—tracker... Government launches consultation on the Adult Social Care Negotiating Body and fair pay agreement On 30 September 2025, the government opened a consultation on the fair pay agreement framework for adult social care,...
In this issue: Status and worker categories Pay Prohibited conduct (discrimination etc) Diversity and the gender pay gap Maternity, parents and carers Judicial Appointments Commission launches selection exercise to recruit non-legal members to ETs in England and Wales Employment Appeal Tribunal 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 Status and worker categories European Parliament’s Committee proposes stricter traineeship rules The European Parliament’s Employment and Social Affairs Committee has backed a report proposing revisions to the draft EU Traineeship Directive. Passed by 42 votes to 9, it sets a precise definition of a traineeship, makes written contracts compulsory, limits duration to six months, and provides for social protection for trainees across the EU. The measures are designed to deter...
According to data secured by Nockolds via the Freedom of Information Act 2000, Acas handled 5,583 helpline calls about sexual harassment in the first six months of 2025, up from 4,001 in the first half of 2024. The Worker Protection ( Amendment of Equality Act 2010) Act 2023, which took effect in October 2024, places a duty on employers to take 'reasonable steps' to shield their staff from sexual harassment......
In this issue: Horizon scanning Public sector Immigration Pensions Prohibited conduct Prohibited conduct protection at work Diversity and the gender pay gap Public sector equality duty Hours of work and flexible working Employment Appeal Tribunal Industrial Relations Law Reports ( IRLR)— October 2025 Dates for your diary Trackers New Q& A Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning House of Commons reject latest House of Lords amendments to the ERB On 15 September 2025, during the Third Reading, the House of Commons set aside the House of Lords’ changes to the Employment Rights Bill ( ERB). The peers’ package included introducing a six‑month qualifying period for unfair dismissal claims, a right to ask for guaranteed hours, and easing the...
The Royal Embassy of Saudi Arabia ( Cultural Bureau) v Alhayali [2025] EWCA Civ 1162 What are the practical implications of this judgment? The Court of Appeal has reaffirmed that diplomatic missions cannot, as a default position, rely on state immunity to fend off employment claims. The decisive consideration is the true nature of the worker’s role. Where tasks are routine, clerical and supportive, and do not satisfy the Benkharbouche standard of being ‘sufficiently close’ to the exercise of sovereign authority, the English courts retain jurisdiction over EU-derived employment claims. Having resolved the SIA 1978, s 4 issue—reinstating the employment tribunal’s finding that the Embassy could not invoke state immunity under s 4 in respect of the claimant’s EU-derived employment claims, including discrimination—the court considered it unnecessary to determine the remaining appeal grounds on waiver of immunity and personal and/or psychiatric injury...
In a survey released on 11 September 2025, accountancy group BDO reported that companies were actively preparing for significant disruption as the government readies a substantial package of fiscal measures for the formal Budget statement to Parliament, scheduled for 26 November 2025. Industry rumours within the sector have intensified that ministers could scrap the National Insurance ( NI) relief applied to salary sacrifice arrangements for both employers and employees. BDO engaged polling firm Censuswide to question 505 C-suite leaders at mid-market businesses in August 2025 about their expectations for the forthcoming changes. The research indicated that 49% considered curbs on salary sacrifice schemes quite likely, while 45%......
Equity and others v Talent Systems Europe Ltd (trading as Spotlight) [2025] EWHC 2254 ( KB) Judge Catherine Howells, sitting in the High Court on 3 September 2025, concluded that Talent Systems Europe Ltd does not supply its offering for the purpose of assisting actors to secure work. She threw out proceedings brought by Equity and several union members challenging the directory’s £165 annual charge. Howells J said the company, trading as Spotlight, merely provides a means for performers to market themselves. The organisation, she observed, stands at least a step removed from any involvement in subscribers actually obtaining employment. In essence, she held that Spotlight is a promotional platform rather than a service designed for the purpose of finding employment, and therefore the complaint over fees failed......
The House of Lords has now concluded its scrutiny of the Bill following its third reading. As a result, the House of Commons will now formally consider changes suggested by peers earlier in the Bill’s journey, among them scrapping day-one protection from unfair dismissal for workers. The Commons’ consideration of the Lords’ amendments is set for Monday 15 September 2025. The government had flagged that measure as a flagship policy within the Bill, which at present extends to 330 pages in total......
In this issue: Horizon scanning Status and worker categories Prohibited conduct (discrimination etc) Prohibited conduct protection at work Data protection and employee information Redundancy Dates for your diary Trackers New Q& As Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Employment Rights Bill advances as Lords pass baton to Commons The government’s flagship Employment Rights Bill edged closer to becoming law on 3 September 2025, as peers returned their revised reforms to MPs for scrutiny following the third reading. As a result, the House of Commons will now examine alterations introduced by the Lords earlier in the Bill’s progress, including taking out day-one protection from unfair dismissal for employees. Commons consideration of the Lords’ amendments is set for Monday 15 September 2025. See Law360:...
In this issue: Prohibited conduct (discrimination etc) Diversity and gender pay gap Health and safety Modern slavery Failure to prevent fraud Employment Appeal Tribunal Dates for your diary Trackers New Q& As Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Prohibited conduct (discrimination etc) EHRC calls for policy changes by 19 organisations on single-sex spaces guidance The Equality and Human Rights Commission ( EHRC) has finalised its assessment of 404 policy examples provided by the UK government after its 2024 invitation for input on single-sex spaces. The review found materials from 19 organisations—spanning policing, education, and health and public services—mischaracterised the Equality Act 2010 ( Eq A 2010) by indicating there is an automatic legal entitlement to enter single-sex spaces based solely on...
Since the failure to prevent fraud offence took effect on the first day of September 2025, there has been sustained debate about the compliance hurdles it will create for businesses and its likely impact on curbing corporate fraud. The offence, set out in section 199 of the Economic Crime and Corporate Transparency Act 2023 ( ECCTA 2023), seeks to make large organisations answerable for fraud carried out by employees, agents, subsidiaries, or others who deliver services for or on the organisation’s behalf; where the conduct was intended to benefit the organisation or its clients. It encompasses various specified predicate fraud offences, as well as aiding, abetting, counselling, or procuring the commission of those offences. Illustrative examples include misleading sales tactics, concealing material information from consumers or investors, and dishonest behaviour in financial markets. The offence only applies where there is a UK...
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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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