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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 Sole traders, informal partnerships and outdated partnership deeds are common.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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In this issue: Horizon scanning Public sector Status, worker categories and sectors Immigration Pay Pensions Tax Protected characteristics Employment tribunal equality claims Diversity and gender pay gap Industrial action 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 Horizon scanning DBT publishes Labour Market Enforcement Strategy for 2025 to 2026 Margaret Beels, the Director of Labour Market Enforcement, has set out her Labour Market Enforcement Strategy for 2025 to 2026. The report was delivered to government in May 2025. It carries forward the four themes from her earlier strategies and adds a fresh section centred on the Fair Work Agency ( FWA). The FWA, to be created under the...
From that point, most sponsored employees will be required to occupy at least graduate-level roles and receive a minimum salary of £41,700 a year. Over 180 occupations in total will be struck from the sponsorship-eligible list, and visa applications for care workers will cease entirely. In addition, lower-skilled migrants will no longer be permitted to bring their dependants to the UK under these rules. Solicitors noted that these measures—the opening salvo in a suite of immigration reforms aimed at cutting national dependence on lower-skilled labour—are set to affect healthcare and hospitality most acutely, with the risk of medium-term staffing gaps. Sponsored 'skilled workers'—who make up most of Britain’s work visa holders—may remain in post for now. However, the government cautioned in an official update to its immigration rules that this carve-out during the shift to the new system 'will not be in place...
Lee Broadbent, a Greater Manchester Police officer who earlier won an employment tribunal against the Police Federation of England and Wales for age discrimination, has issued a formal legal notice to the Home Secretary calling for the repeal of section 64 of the Police Act 1996. That clause, which replaced the 1919 prohibition on police unions, obliges police officers to depend exclusively on the Police Federation, an organisation that is not a recognised union and prohibits industrial action. ' Police officers are the only group of public servants who are legally barred from joining a trade union', Broadbent said in a statement......
Members of the Lords voted on 16 July 2025, by 248 to 150, to back a provision that would oblige employers in financial services, the heads of businesses with more than 50 staff, and companies recording annual turnover of £10m or more to 'take reasonable steps to investigate any disclosure made to them'. Under the plan, the business secretary would bring forward regulations and, within six months of the ERB's passage, set out in statutory guidance what amounts to 'reasonable steps'. Susan Kramer, the Liberal Democrat peer who sponsored the amendment prepared by her Labour counterpart Michael Wills, told the Upper House it is required to address employers' 'spurious reasons to fire whistleblowers'......
The House of Commons Work and Pensions Committee ( WPC) announced its new inquiry on 16 July 2025 Launched in response to growing concern about the structural hurdles disabled people face when starting work and staying in employment, the inquiry addresses ongoing challenges. The WPC stated that disabled people are twice as likely to be unemployed and to leave the workforce at double the rate of non-disabled peers, in spite of existing government programmes. Labour MP Debbie Abrahams, who chairs the WPC, observed that the data makes clear that disabled people confront steeper barriers to getting into work and are more likely to fall out of it, highlighting the Committee’s focus......
In this issue Protected characteristics Whistleblowing Sickness and absence Data protection and employee information Financial services and banking: employment issues 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 Protected characteristics Equality Network urges UN expert to review UK trans rights concerns The Equality Network has sent a letter to the United Nations Independent Expert on Sexual Orientation and Gender Identity, Graeme Reid, co-signed by 16 other LGBTI+ equality and human rights organisations, calling for intervention on trans rights in the United Kingdom after the Supreme Court decision in For Women Scotland v The Scottish Ministers [2025] IRLR 537. Dated 14 July 2025, the correspondence asks Mr Reid to write to the UK Minister for...
Presidential Guidance – Open justice in Employment Tribunal proceedings in Scotland – 14 July 2025 The open justice principle means that court proceedings ought to be open and available to the public and the media to secure transparency, accountability and public confidence in the legal system. It is a fundamental pillar of the rule of law. Rule 57 of the Employment Tribunal Rules of Procedure 2024 ( ET Rules 2024), SI 2024/1155, stipulates that any final hearing is to be held in public, subject to ET Rules 2024, SI 2024/1155, Rules 49 and 93 concerning private hearings and national security proceedings. The President of the Employment Tribunals for Scotland has issued guidance on the open justice principle in Presidential Guidance addressing observing, tweeting and recording hearings, together with access to witness statements and other case‑related documents. All employment judges and tribunals in Scotland must have...
The pilot, a joint initiative between the Department for Work and Pensions and the Department of Health and Social Care, will test alternative approaches to issuing and supporting fit notes (documents completed by physicians setting out an employee’s fitness for work). The government also said the package would expand roles for non-doctor professionals and offer better work-health coaching for patients. Wes Streeting, the health and social care secretary, said that when someone visits their doctor’s surgery anxious about their job, they should leave with a plan rather than a slip of paper that shuts doors, and that we cannot afford to keep writing people off. The changes aim to tackle the present dependence on doctors’ judgements that staff are 'not fit for work'......
Two key challenges facing the SFO Resourcing has long been problematic for the SFO. Operating on a constrained public budget of £89m and a headcount of 526, the authority pays markedly less than the private sector, and the gap is growing. Opportunities for advancement are also slimmer than in private practice. Though the SFO boasts many highly capable people, pay differentials inevitably fuel a brain drain and churn; the latest annual report records 16.3% of posts unfilled. Culturally, the SFO still lacks—though it ought to command—the cachet among law graduates that the US Department of Justice enjoys. Disclosure is the other pressure point. Over the past twenty years, SFO investigations and prosecutions have become tougher due to the scale and intricacy of digital material. The authority has repeatedly...
Campaigners have applauded the amendment to the Employment Rights Bill ( ERB), laid before Parliament on the evening of 7 July 2025. They argue contracts intended to safeguard trade secrets have instead been deployed to mask unlawful conduct and mute victims of sexual harassment within workplaces and across sectors. Employment lawyers have long publicly backed tighter limits on unethical NDAs, yet privately worry about an outright prohibition in non‑commercial disputes and its broader ripple effects. On 8 July 2025 they cautioned that ministers should carefully weigh unintended effects of any ban and significantly boost funding for the tribunal system to handle a likely increase in harassment claims. David Greenhalgh, a partner at Excello Law, warned the reform 'may work counterintuitively' and prove 'detrimental in the short term for victims' if employers see no value in settlements that lack...
In this issue: Horizon scanning Status and worker categories Immigration Financial services and banking: employment issues Employment Tribunals Settlement Industrial Relations Law Reports ( IRLR)— August 2025 Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Government tables amendments to the Employment Rights Bill for consideration at Lords Report Stage On the evening of 7 July 2025, the government laid before Parliament the newest changes to the Employment Rights Bill ( ERB). Spanning 64 pages, the paper sets out proposals from ministers and from external sources. The non-government suggestions are expected to fall, and therefore are unlikely to appear in the eventual Act. Scrutiny of the amendments is due at the House of Lords Report Stage commencing on 14 July, with further...
Lutz v Ryanair DAC [2025] EWCA Civ 849. What are the practical implications of this case? On worker status, the appeal addressed entitlements under the Civil Aviation ( Working Time) Regulations 2004 ( CAWTR 2004), SI 2004/756, with the same reasoning likely to apply to the Working Time Regulations 1998, SI 1998/1833. The Court of Appeal confirmed that, in a three-party set-up where an individual has a contract with an agency but is deployed to work temporarily for, and under the day-to-day control and supervision of, a separate hirer, that individual is a worker employed by the agency. As regards the Agency Workers Regulations 2010 ( AWR 2010), SI 2010/93, the Court of Appeal also held that supply on a fixed-term contract counts as working ‘temporarily’ even when the term is comparatively lengthy; it remains temporary provided the contract is not of...
The government has published an implementation roadmap explaining how it will ready itself to put the Employment Rights Bill ( ERB) into practice. GOV. UK Press release: Implementing the Employment Rights Bill roadmap. It confirms that certain measures will come into force swiftly following Royal Assent of the ERB, including: the repeal of the majority of the Trade Union Act 2016 and the Strikes ( Minimum Services Levels) Act 2023 safeguards against dismissal for participating in industrial action For other measures, the roadmap details the principal actions needed before they can commence, namely: consultation with employers, workers, trade unions, and other stakeholders (stakeholders) to determine the most effective route to achieve the intended changes issuing guidance to support stakeholders and allowing time for people to familiarise themselves with it; this may comprise guidance or statutory Codes of Practice developed by...
On 27 June 2025, Deputy High Court Judge Rory Dunlop KC observed that Sinclair Pharmaceuticals Ltd lacked a proper basis to seek an injunction against Jayne Burrell without giving her notice, thereby depriving her of an opportunity to challenge the order. He added that Judge Julian Goose probably would not have granted it had submissions from both parties been heard. According to Judge Dunlop, the previous judge’s account of the facts ‘cried out for correction’, including the suggestion that Burrell was likely to have ‘taken’ the contested documents. Burrell maintains she did not take them, but received papers in an envelope from an unidentified source......
In this issue: Horizon scanning Immigration Maternity, parents and carers Whistleblowing Data protection and employee information Financial services and banking: employment issues Employment Tribunals Europe— EU New content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Government publishes roadmap for implementing Employment Rights Bill On 1 July 2025, the government unveiled a plan for rolling out the Employment Rights Bill ( ERB). It identifies matters that must be consulted on prior to implementation, with a staged schedule for those consultations: Summer/ Autumn for ‘ Day 1’ protection from unfair dismissal and the dismissal process during the statutory period, and Autumn 2025 for fire and rehire, and tackling the exploitative use of zero hours contracts. The roadmap also outlines when policy...
Parental leave and pay review The government has begun a review of parental leave and pay rights, as part of its Make Work Pay plan. Launched on 1 July 2025, the review is scheduled to run for 18 months. See the GOV. UK press release, “ Landmark review of parental leave launched”, and the GOV. UK page, “ Parental leave and pay review”. In support of this, terms of reference have been published and a call for evidence is open from 1 July 2025 to 26 August 2025......
In this issue: Equality, diversity and inclusion Whistleblowing Working time and flexible working Data protection and employee information Unfair dismissal Employment Tribunals Europe— EU New and updated 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 Equality, diversity and inclusion The Equality and Human Rights Commission ( EHRC) has revised its interim note on the practical effects of the Supreme Court decision in For Women Scotland v Scottish Ministers [2025] UKSC 16, clarifying expectations around separate-sex workplace facilities. Released on 24 June 2025, the update reflects obligations under the Workplace ( Health, Safety and Welfare) Regulations 1992, SI 1992/3004. The EHRC, however, stresses this should not be seen as any alteration to its core stance on the...
UK data reform act rollout plans UK businesses should anticipate the country’s data reform act being delivered through secondary legislation over the next six to nine months, with the first changes likely by autumn 2025 and the final measures pencilled in for winter 2025 under the UK privacy watchdog’s plans. The data reform bill, which entered into law on 19 June 2025, brings a range of updates to the UK data protection framework. However, the rollout will be staged, as various elements hinge on secondary legislation not yet put before lawmakers, or on additional materials still to be released by the data protection regulator. The Information Commissioner’s Office ( ICO) has signalled intentions to prepare guidance and start implementing some aspects, though firm dates are yet to be confirmed. Overall, the timetable indicates a lead-in period of six to nine months from the law’s...
Amendment to guidance on separate-sex facilities The Equality and Human Rights Commission ( EHRC) has issued a further update to its interim update on the practical implications of the Supreme Court judgment in For Women Scotland v Scottish Ministers [2025] UKSC 16, which was first published on 25 April 2025. This revision concerns the requirement for workplaces to provide and maintain separate-sex (also referred to as single-sex) changing and washing facilities where such facilities are required......
A You Gov poll commissioned by Protect, a whistleblowing charity, indicates that those aged 18 to 24 are less inclined to raise concerns with their employer than all older generations. However, the poll also found that Gen Z are more likely to reveal wrongdoing on social media and to journalists... Sybille Raphael, Protect’s legal director, noted that Gen Z are less certain about what to report to employers and how. ‘ Despite perceptions that Gen Z are more vocal than other generations about poor behaviour in the workplace, our research shows they are less likely to blow the whistle......
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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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