The Equality Act 2010 previously contained provisions that allowed workers to bring harassment claims against their employers based on the actions of third parties such as customers or suppliers if the harassment had occurred on at least three occasions. These sections were repealed in 2013.

Neonatal leave, carer's leave and enhanced protection from redundancy are the new rights that have been enacted. These private members bills were first set out in the 2019 Employment Bill.

On 2 May 2023 the Employment (Allocation of Tips) Bill received Royal Assent. This Act will legally oblige employers to fairly allocate tips that they exercise control or a significant influence over.

It has been estimated that 25% of pregnancies in the UK end in pregnancy loss. The rules regarding maternity leave and pay are fairly well understood but how these interact with miscarriages and stillbirths are the source of some confusion.

It was announced on 3 February 2023 that the government was supporting the Workers (Predictable Terms and Conditions) Bill 2022-23. This Bill would allow for workers and agency workers to request a predictable working pattern.

The Equality and Human Rights Commission (EHRC) has made a legally binding agreement with McDonald's regarding the handling of sexual harassment complaints. This document contains measures designed to protect their workers in the UK.

On 10 January 2023 the Strikes (Minimum Service Levels) Bill was introduced to Parliament by Business Secretary Grant Schapps. This Bill is similar to the Transport Strikes (Minimum Service Levels) Bill which was introduced in October of last year. The aim of that Bill was to legally oblige unions and employers to agree a skeleton level of service while strikes were ongoing in the transport sector.

Changes to the rules on flexible working have been anticipated for a long time. The 2019 Conservative Party manifesto mentioned making flexible working the default position. This was again confirmed in the Queen's Speech. Subsequently, in September a consultation was launched on the topic.

It is very common for employment contracts to include an exclusivity clause. This is a clause which prevents the employee from working under another contract or requires the employee to obtain consent from their employer before commencing work with another business. The purpose of these clauses is to protect your legitimate business interests, for example to prevent an employee from working with a competitor.

Since this Bill has been introduced there has been much talk of an upcoming bonfire of legislation, of workers' rights being stripped away and protections vanishing. So, is this the case? What is the purpose of this Bill?

The changes to off payroll working have been a long running saga. What are the current rules and what do the changes mean? This article will go through the timeline of events and explain what this means for businesses.

It has been officially confirmed that Liz Truss has won the Conservative party leadership contest over Rishi Sunak. It has been reported that changes to employment law legislation are being proposed as part of a strategy to improve the competitiveness of the UK in a post Brexit landscape.