Legal matters

Flexible working is set to become more transparent and accountable under reforms introduced by the Employment Rights Act 2025. The changes do not create an automatic right to work from home or require employers to approve every request. They do, however, raise the standard employers must meet when considering—and particularly when refusing—a statutory flexible working

1. Updated Equality Act Code of Practice A major development during this period has been the publication and parliamentary consideration of an updated statutory Code of Practice covering services, public functions and associations. The updated Code reflects more than a decade of legal and social developments, including: The updated draft was laid before Parliament on

For many employees, the greatest risk of harassment does not necessarily come from a colleague. It may come from a customer who makes a racist remark, a patient who uses disablist language, a client who behaves sexually towards a member of staff, or a contractor who repeatedly mocks somebody’s neurodivergence. For too long, behaviour from

A Practical Guide for Employers, NHS Organisations, Housing Providers, Police Services, Colleges, and Community Organisations The debate around single-sex spaces has become one of the most challenging equality issues facing organisations today. Following the UK Supreme Court ruling on the definition of sex under the Equality Act 2010 and subsequent updates to the Equality and

What is changing, why it matters, and who it affects From 1 January 2027, the government plans to reduce the qualifying period for unfair dismissal claims from two years to six months. This is one of the most significant changes to employment law in recent years and will affect how organisations recruit, manage, support, and