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INSERT INTO `Z1EZp7_postmeta` VALUES (64440,3274,'insight_modules_0_text_general','The Employment Rights Bill, promised in the Labour government’s manifesto, has quickly become one of the most discussed developments in UK employment law. Framed as a generational change, it proposes a wide-reaching overhaul of employment rights in response to long-standing demands for greater security and clarity in the employment relationship, especially for those in precarious, low-paid, or gig-economy work. There has been a steady increase in the number of people engaged in less secure forms of employment in recent years, with over one million workers currently on zero hours contracts. The Bill aims to provide security and predictability for these individuals.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64444,3274,'insight_modules_1_heading_title','Scope of the Proposed Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64446,3274,'insight_modules_1_text_general','The Bill proposes significant changes across multiple areas, including unfair dismissal, fire and rehire practices, collective redundancies, zero and low hours contracts, trade union rights and industrial action, sexual and third-party harassment, statutory sick pay (‘SSP’), flexible working, and family leave entitlements. Most of the bill will apply to England, Scotland and Wales, but not Northern Ireland where employment law is devolved.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64450,3274,'insight_modules_2_heading_title','Day-One Rights');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64452,3274,'insight_modules_2_text_general','Currently, many statutory rights such as protection against unfair dismissal and access to some types of parental leave are not available immediately from the first day of employment. The Bill proposes to remove any qualifying period and make these rights accessible from day one of employment. For SSP, the Bill also removes the lower earnings limit as a condition for eligibility, thereby widening access to this support.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64456,3274,'insight_modules_3_heading_title','Stability for Zero Hour Contract Workers');
INSERT INTO `Z1EZp7_postmeta` VALUES (64457,3274,'_insight_modules_3_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64458,3274,'insight_modules_3_text_general','Zero hours contracts, while offering flexibility, have also attracted criticism for denying workers predictability in both hours and income. Under the Bill’s proposals, workers on irregular schedules would gain the right to request more stable working patterns after a qualifying period. The intention is also to extend the right to request regular hours contracts rules to agency workers. This seeks to rebalance flexibility with a degree of control and stability for workers without outlawing these arrangements entirely, which had previously been suggested.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64462,3274,'insight_modules_4_heading_title','Longer Window for Tribunal Claims');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64464,3274,'insight_modules_4_text_general','Another significant change is the proposal to extend the time limit for bringing employment tribunal claims from three to six months. This change would give employees a longer window to assess their situation, seek advice, and prepare a claim. However, employers should be mindful that employees will have double the time they previously had to bring tribunal claims and should prepare accordingly.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64470,3274,'insight_modules_5_text_general','The Bill also tightens employers’ responsibilities in tackling workplace harassment. It introduces a duty to take <em>all</em> reasonable steps to prevent sexual harassment, instead of the current ‘reasonable steps’ obligation and extends employer liability for third party harassment to all protected characteristics such as race, religion, and disability.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64474,3274,'insight_modules_6_heading_title','Concerns from Employers and Practical Challenges');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64476,3274,'insight_modules_6_text_general','Despite strong support from trade unions and employment rights groups, some business organisations have expressed concern about such a broad and deep extension of employment protection. Smaller employers in particular have raised anxieties over the pace of change and the administrative burden along with the potential for increased litigation. Others point to the risk that the reforms, however well-intentioned, may not deliver in practice if not backed by proper enforcement and advice infrastructure. The existing strain on the employment tribunal system also remains a major concern, as new rights can only be effective if individuals are able to enforce them in a reasonable timeframe.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64480,3274,'insight_modules_7_heading_title','Looking Ahead and How Can Broadfield Help?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64482,3274,'insight_modules_7_text_general','Despite challenges ahead, the Employment Rights Bill marks a significant shift in employment law. It is likely to pass, given the political backing it has received and the fact that the UK government has recently announced that the changes will be phased in gradually from April 2026. Significant changes, including the day one right to protection from unfair dismissal and the measures relating to zero hours contracts, are not expected to come into force until 2027.\r\n\r\nBroadfield is ideally placed to help organisations of all sizes navigate the increased regulatory environment that the Employment Rights Bill will introduce and we would welcome the opportunity to discuss the implications of the Bill with you in greater detail.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64496,3275,'insight_modules_0_text_para','Under the Equality Act 2010, employers are liable for discriminatory acts carried out by employees in the course of their employment. However, employers have a defence if they can demonstrate that they took all reasonable steps to prevent their employees from committing those acts. These principles are illustrated by the recent case of Campbell v Sheffield Teaching Hospitals NHS Foundation Trust, where the Employment Appeal Tribunal (EAT) upheld an Employment Tribunal’s decision that an employer had no liability for racial harassment because it did not occur in the course of employment. The EAT also ruled that the employer had taken all reasonable steps to prevent the harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64500,3275,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Mr Campbell, an employee of the Sheffield Teaching North Hospitals NHS Foundation Trust, worked as Branch Secretary for UNISON. Mr Hammond, another Trust employee, had tried to terminate his UNISON membership, but his fees were still being deducted. During a work break, he went to Mr Campbell’s office to seek a refund of those fees. When Mr Campbell refused, Mr Hammond became frustrated and directed a racist insult at Mr Campbell. Mr Campbell brought a claim in the Employment Tribunal alleging that the Trust was liable for Mr Hammond’s racial harassment.</p>\r\nThe main issue for the Tribunal was whether the harassment had taken place in the course of Mr Hammond’s employment. There were several connections with his employment: the argument with Mr Campbell had taken place during the working day, in an office close to his workspace, and it related to membership of a union recognised by the Trust, in which Mr Campbell played an important role. On the other hand, the Tribunal also noted that Mr Hammond’s UNISON membership was a matter of personal choice, and the harassment took place during a conversation about a personal dispute with the union, which had no link to his employment. The Tribunal concluded that, on balance, these factors carried more weight and ruled that the harassment had not taken place in the course of Mr Hammond’s employment.\r\n\r\nThe Tribunal also ruled that, in any event, the Trust had taken all reasonable steps to prevent racial harassment. Mr Hammond had recently completed mandatory equality and diversity training. The Trust’s core values of ensuring dignity, trust, and respect for all were emphasised at his induction session and on posters where he worked. In addition, his annual performance review included an assessment of his compliance with the Trust’s values.\r\n\r\nMr Campbell appealed to the EAT, arguing that there was a link between Mr Hammond’s union membership and his employment. However, the EAT ruled that the Tribunal had applied the appropriate legal test and had correctly taken the whole context into account. It was reasonable for the Tribunal to have concluded that the racist comment arose from a personal dispute over union fees and was unrelated to Mr Hammond’s employment. Although Mr Campbell’s appeal failed on this basis alone, the EAT also upheld the Tribunal’s ruling that the Trust had taken all reasonable steps to prevent harassment.\r\n\r\nThis judgement highlights that Tribunals will consider the whole context when assessing whether an employee’s discriminatory acts were committed in the course of employment. Although in this case the employee’s racist insult was held to be unrelated to his work, it is important to remember that each case will be decided on its own facts and circumstances. It is also useful to have examples of actions that will satisfy the \'\'all reasonable steps defence\'\'. In order to minimise the risk of claims, employers should implement comprehensive diversity and equality policies, conduct regular training for all staff, ensure that organisational values are advertised in the workplace, and highlight those values during induction procedures and appraisals. Employers should also maintain detailed records to ensure they can demonstrate that these steps have been taken.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64515,3276,'insight_modules_0_text_para','Employment Tribunals may make an order preventing or restricting public disclosure of any aspect of proceedings, including the identity of any party, so far as this is necessary in the interests of justice or to protect rights under the European Convention of Human Rights. Orders will only be granted where the need for protection outweighs the fundamental principle of open justice.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64519,3276,'insight_modules_1_text_general','In F v J, the Employment Appeal Tribunal (EAT) recently ruled that an Employment Tribunal should not have refused a claimant’s application for an anonymity order in his disability discrimination case. The EAT instead ordered that both parties must be anonymised throughout the proceedings.\r\n\r\nThe claimant, a university lecturer, has Asperger’s Syndrome, an autism spectrum disorder. He brought a claim of disability discrimination and sought an anonymity order due to his belief that public disclosure of his condition could damage his future employment prospects and cause disruption if he worked in a school environment. It was also relevant that, although he had disclosed his Asperger’s Syndrome to his employer, he had otherwise kept it hidden, including from close family. His application was supported by a detailed witness statement and six academic reports on the impact of disclosing autism in the workplace.\r\n\r\nThe Employment Tribunal refused the claimant’s application for anonymity, finding that he had provided no reasonable medical or other evidence proving that his future employability would be harmed if his condition was made public. After an appeal and further rejection of his application at a remitted hearing, the claimant again appealed to the EAT, arguing that the Tribunal had applied the wrong test when considering whether his concerns about future professional harm were outweighed by the principle of open justice.\r\n\r\nUpholding the claimant’s appeal, the EAT ruled that both parties should be anonymised in the proceedings. The EAT held that the Tribunal had applied an overly high threshold by requiring objective proof of harm and had not properly engaged with the supporting evidence. It was inherently impossible for the claimant to prove what would happen in the future, and medical or psychological evidence could not address the issue of whether his disability carried the stigma that he was asserting. The correct test was whether the claimant had a genuine and reasonable foundation for his belief that disclosure would be damaging. His evidence included details of a live experiment which demonstrated that experienced professionals who stated on a job application that they had autism had a much lower take-up from prospective employers than much less qualified applicants who did not. Finding that the claimant’s fears were genuinely and reasonably held, the EAT also considered that they outweighed a relatively minor interference with the principle of open justice. Even without naming the individuals involved, open justice would still be served through publication of the full facts.\r\n\r\nThis decision highlights that although anonymity orders are rare, they may be granted where a claimant has a reasonable basis for believing that disclosure of their disability could cause harm and outweighs the fundamental principle of open justice. The EAT’s judgment also illustrates that, depending on the circumstances, this may be a relatively low evidential threshold. However, it is always important for potential claimants to appreciate that their name will appear online in any Tribunal decisions and may be picked up by the press or social media. Prospective employers and recruitment agents may also search the Tribunal judgments database by name.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64554,3278,'about_copy','Isaac Creighton is a Solicitor in the employment team in Broadfield’s London office, working on a broad range of contentious and non-contentious employment matters. His experience includes defending claims in the employment tribunal, redundancy and employee consultation, transfers under TUPE and the application of government support schemes for employers.\r\n\r\nIsaac’s expertise also extends to assistance with drafting employment contracts, service agreements, settlement agreements, staff handbooks, policies and procedures. In addition, he provides advice on the employment aspects of due diligence in connection with corporate transactions.\r\n\r\nIsaac was highly commended in the Junior Lawyer’s Division essay competition, 2019.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64576,3279,'insight_modules_0_text_para','In Appiah v Tripod Partners Ltd, an Employment Tribunal recently ruled that a social worker who contracted with a recruitment agency via a service company was a worker. This meant that she could bring a claim for unlawful deductions from wages under the Employment Rights Act 1996 in respect of the agency’s deductions for employer’s national insurance contributions (NICs).');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64580,3279,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">IR35 applies to prevent disguised employment in situations where individuals provide their services through a personal service company. The end-user or agency is the deemed employer and has responsibility for deducting income tax and employee NICs. The deemed employer must also pay employer NICs directly to HMRC, but this cost cannot be passed on to a worker.</p>\r\nMs Appiah contracted via her personal service company with Tripod Partners Ltd, a social care recruitment agency, to work for the Home Office as an independent social worker. On the basis of HMRC’s Check Employment Status for Tax (CEST) tool, the Home Office concluded that Ms Appiah fell inside IR35 and that she should therefore be taxed as an employee. Tripod made deductions from Ms Appiah’s pay for income tax and employee NICs. However, it also made deductions for the employer’s NICs totalling over £36,000.\r\n\r\nMs Appiah brought a claim in the Employment Tribunal alleging that deducting employer NICs from her earnings was unlawful. Tripod defended this claim on the basis that Ms Appiah was not eligible to bring an unlawful deductions claim because she was not a worker and that, in any event, its contractual arrangements with her personal service company justified those deductions.\r\n\r\nThe Tribunal upheld Ms Appiah’s claim, concluding that despite the contractual arrangements, she was a worker and not an independent contractor. The reality of her working arrangements pointed towards worker status. For example, she performed work personally, worked full-time, submitted timesheets rather than invoices, and was subject to the direction and supervision of the Home Office. It was also clear that Ms Appiah was not genuinely running her own business. In addition, there was no provision in the contractual documents allowing employer NICs to be deducted from her pay.\r\n\r\nThis case is not binding on other Tribunals, but may be appealed. However, it illustrates that an individual working through a personal service company may be found to have worker status, meaning that they could be entitled to additional rights such as holiday pay, national minimum wage and statutory protection from unlawful deductions from wages. In this case, the contract stated that the individual was not a worker, but this was not reflected in the reality of her working arrangements. This highlights the importance of assessing practicalities as well as contractual provisions in order to minimise the risks of legal action on employment status.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64633,3288,'insight_modules_0_text_general','Recent government amendments to the Employment Rights Bill, now under scrutiny in the House of Lords, propose substantial legal changes to the enforceability of non‑disclosure agreement (NDA) clauses in harassment and discrimination cases.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64637,3288,'insight_modules_1_heading_title','What the 7 July Amendments Introduce');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64639,3288,'insight_modules_1_text_general','If this new amendment comes into force, any contractual term, whether in an employment contract, settlement agreement, or standalone NDA, that prevents a worker from making allegations or disclosures regarding “relevant harassment or discrimination”, or an employer’s response to such behaviour, will be void.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64640,3288,'_insight_modules_1_text_general','field_67447fc704d53');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64643,3288,'insight_modules_2_heading_title','What is ‘Relevant Harassment or Discrimination?’ ');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64645,3288,'insight_modules_2_text_general','The phrase refers to certain types of harassment or discrimination as set out in the Equality Act 2010, specifically those found under section 13 (direct discrimination), sections 15 to 19A (which include indirect discrimination, discrimination arising from disability, and pregnancy and maternity provisions), and section 26 (harassment).\r\n\r\nFor a matter to be treated as \"relevant\" under section 202A, the conduct in question must involve the employer or another person working for the employer. In addition, the individual affected must either be the worker making the disclosure or one of their co‑workers.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64649,3288,'insight_modules_3_heading_title','What Is Not Covered?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64651,3288,'insight_modules_3_text_general','Somewhat surprisingly, the new provisions  explicitly exclude confidentiality restrictions related to failure to make reasonable adjustments under sections 20–22 of the Equality Act or to victimisation under section 27. Although employer reprisals following disclosures may fall within the provision’s reach, current wording does not encompass third‑party harassment or disability‑adjustment claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64653,3288,'insight_modules_4_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64655,3288,'insight_modules_4_heading_title','The Role of “Excepted Agreements”');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64657,3288,'insight_modules_4_text_general','There is an exception to the ban on NDAs in the form of “excepted agreements”. Section 202A allows the Secretary of State to define “excepted agreements” via regulations, but no definition has been provided yet. The government’s statement clarifies that confidentiality in settlement agreements will be void unless they meet specific regulatory exceptions.\r\n\r\nMinisters have drawn attention to Ireland’s model where an NDA requested by an employee and issued with independent legal advice funded by the employer remains valid. Comparable measures may be adopted in UK regulations.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64659,3288,'insight_modules_5_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64660,3288,'_insight_modules_5_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64661,3288,'insight_modules_5_heading_title','Timing of Implementation');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64663,3288,'insight_modules_5_text_general','The ERB’s roadmap published on 1 July 2025 does not specify when the new NDA provisions will come into force but the current parliamentary timetable suggests that this may happen in late 2026 or early 2027.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64664,3288,'_insight_modules_5_text_general','field_67447fc704d53');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64667,3288,'insight_modules_6_heading_title','Employer Guidance and Strategic Response');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64669,3288,'insight_modules_6_text_general','HR and legal teams should take a proactive approach as follows:\r\n<ul>\r\n 	<li>Audit current settlement agreements, NDAs, and standard contracts to identify and remove confidentiality terms that restrict legitimate disclosures.</li>\r\n 	<li>Review investigation procedures to ensure employer responses, evidence handling, and record‑keeping are not subject to prohibited confidentiality.</li>\r\n 	<li>Consider whether further training to employees on discrimination and harassment issues is necessary.</li>\r\n 	<li>Monitor forthcoming regulations defining “excepted agreements” and prepare to adjust settlement templates accordingly.</li>\r\n 	<li>Provide clear guidance across the organisation clarifying that confidentiality may not apply in these sensitive areas, while maintaining necessary protections for legitimate business interests.</li>\r\n</ul>\r\n&nbsp;');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64671,3288,'insight_modules_7_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64673,3288,'insight_modules_7_heading_title','Wider Context and Legal Outlook');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64675,3288,'insight_modules_7_text_general','The ERB NDA amendments address a number of longstanding concerns regarding alleged covering up of sexual harassment cases and other forms of unlawful discrimination. Complementary reforms have already been enacted in other sectors, including forthcoming bans on NDAs in universities and bans on NDAs which prevent disclosures by those who have been a victim of criminal conduct.\r\n\r\nIf enacted, the changes will mark a significant reform to confidentiality law. However, the true impact depends on how “excepted agreements” are defined, how gaps in scope are addressed, and the timing of implementation.  As a result of these changes, employers may become less willing to settle claims of discrimination and harassment if settlement doesn’t mean that matters are definitively drawn to a close and if the employee remains free to continue raising their claims publicly, with the inherent reputational risk to the employer.  This is turn may lead to greater numbers of Employment Tribunal claims on top of the increase that is already likely from the wider changes in the Employment Rights Bill.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64690,3289,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">Where the TUPE Regulations apply to the transfer of an undertaking, employees’ contracts of employment will normally transfer automatically to the new employer (the transferee). However, TUPE also gives employees the right to object to the transfer, which will terminate their employment. If the transfer involves a substantial change in employees’ working conditions to their material detriment, they are also entitled to treat their contract as terminated and claim automatically unfair dismissal. The TUPE provisions dealing with these circumstances are complex. This is illustrated by the recent case of London United Busways Ltd v De Marchi, where the EAT had to consider the effect of an employee’s objection to a transfer that would have involved a detrimental change in his working conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64694,3289,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Mr De Marchi was a bus driver working on a route operated by London United Busways Ltd (LUB) out of a garage that was 15 minutes from his home. After a re-tendering exercise, LUB lost the contract for this route to Abellio London Ltd. TUPE applied to the transfer of this contract, meaning that Mr De Marchi’s employment would transfer to Abellio. However, he objected to being transferred because it would involve working out of a different garage over an hour away from his home. His request for redundancy was rejected by LUB because his role still existed, and he was offered three options:</p>\r\n\r\n<ul>\r\n 	<li data-indent=\"1\">Transfer to Abellio under TUPE and move to the new garage, with a significantly longer commute.</li>\r\n 	<li data-indent=\"1\">Object to the transfer and sign a new contract with LUB on amended terms, including a longer maximum duty time.</li>\r\n 	<li data-indent=\"1\">Resign.</li>\r\n</ul>\r\nMr De Marchi did not agree to the amended terms and continued to object to the transfer. Eventually his employment ended. However, there was confusion between LUB and Abellio about his employment status after the transfer, whether he had resigned, been dismissed, or transferred, and who was liable for the termination costs. Mr De Marchi brought unfair dismissal and TUPE-related claims against both companies in the Employment Tribunal.\r\n\r\nA preliminary hearing was held to establish how Mr De Marchi’s employment had ended and whether LUB or Abellio was liable for the termination costs, including any unfair dismissal compensation.\r\n\r\nThe Employment Tribunal held that Mr De Marchi had been dismissed by LUB, which was therefore liable for all termination costs. Appeals by LUB and Mr De Marchi were rejected by the EAT, which has provided useful clarification of how TUPE applies in Mr De Marchi’s situation:\r\n<ul>\r\n 	<li data-indent=\"1\">Where a transfer involves a substantial and materially detrimental change, the employee may choose to treat their contract as having been terminated. This would be a deemed dismissal by the employer, which could be the transferor or the transferee, depending on the timing (Regulation 4(9)). If the employee chooses not to exercise this right, they will transfer, unless they object to the transfer under Regulation 4(7).</li>\r\n 	<li data-indent=\"1\">Where an employee objects to being transferred because it would involve a substantial change in working conditions to their material detriment, the objection prevents their contract from transferring to the transferee (Regulation 4(7)).</li>\r\n 	<li data-indent=\"1\">In these circumstances, the employee’s contract of employment is automatically terminated, and the employee is treated as having been dismissed by the transferor, even though no actual dismissal has occurred (Regulation 4(8)). Any remedy will therefore lie solely against the transferor.</li>\r\n</ul>\r\nIn this case, the EAT held that Mr De Marchi’s objection to the transfer was reasonable given that the potential change in his working conditions was substantial and detrimental. Accordingly, his employment did not transfer to Abellio, and he was treated as having been dismissed by LUB. All termination costs and any compensation payable as a result of his Tribunal claims would therefore be payable by LUB.\r\n\r\nThe EAT’s judgement provides helpful clarification of the effect of an employee’s objection under TUPE where the transfer involves a substantial change in working conditions to their material detriment. An employee who objects in these circumstances does not need to communicate unequivocally that they are treating their contract as terminated. Under TUPE, the act of objecting will terminate the contract, and they will be treated as having been dismissed by the transferor, who will be liable for all dismissal costs. As this case illustrates, this means that even if the transferee is responsible for the substantial and detrimental changes, the transferor is still liable for all costs resulting from an employee’s objection, and the employee has no remedy against the transferee. This situation can be addressed by means of appropriate warranties and indemnities in the commercial agreements, depending on the relative bargaining positions of the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64709,3290,'insight_modules_0_text_para','In Carozzi v University of Hertfordshire, the EAT has ruled that comments about an employee’s accent could be harassment under the Equality Act 2010 even though they were not motivated by her race.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64713,3290,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Harassment is defined in section 26 of the Equality Act as unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual’s dignity or of creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. Tribunals must take into account the perception of the victim, the other circumstances of the case, and whether it is reasonable for the conduct to have that effect. As this case highlights, the definition of harassment is wider than the test for direct discrimination, which requires treatment ‘because of’ a protected characteristic (rather than ‘related to’).</p>\r\nVictimisation may occur where an employer subjects an employee to a detriment because they have done or may do a protected act such as bringing proceedings under the Equality Act 2010.\r\n\r\nMs Carozzi, a Brazilian national of Jewish ethnic origin, was employed by the University of Hertfordshire in a marketing role but resigned before the end of her probationary period, which had been extended twice. She brought a number of Employment Tribunal claims, including constructive dismissal, race and religious discrimination, harassment, and victimisation.\r\n\r\nAll of Ms Carozzi’s claims were dismissed by the Tribunal. She was given permission to appeal to the EAT, and two grounds of her appeal are of wider interest.\r\n\r\nFirst, Ms Carozzi challenged the Employment Tribunal’s ruling that since comments about her accent were observations about her intelligibility or comprehensibility, rather than being racially motivated, they could not amount to race-related harassment. The EAT upheld this part of her appeal. Harassment can occur under the Equality Act definition even when the harasser is not motivated by a protected characteristic. Accent can be an important part of a person’s national or ethnic identity. It follows that comments about someone’s accent may be related to the protected characteristic of race. Whether or not those comments in fact amount to harassment will depend on whether the other conditions set out in the definition are met, including whether the comments were unwanted and had the purpose or effect of violating dignity or creating an offensive environment.\r\n\r\nSecondly, Ms Carozzi appealed against the Tribunal’s rejection of her claim that the University’s refusal to provide meeting notes amounted to victimisation because it was linked to concerns that she might bring a discrimination claim. The Tribunal had ruled that this was not victimisation because the university would have withheld the notes from an employee who might bring a claim of any type, not just a claim of discrimination. Allowing this ground of appeal, the EAT held that this was the wrong test. The Tribunal should have considered whether the decision not to provide the notes was influenced to a material extent by the fact that a discrimination claim had or might be made. The EAT also disagreed with the Tribunal’s conclusion that the refusal could not amount to a detriment, noting that Ms Carozzi could reasonably view the refusal as a disadvantage.\r\n\r\nMs Carozzi’s harassment and victimisation claims were remitted to a fresh Employment Tribunal for reconsideration of these issues.\r\n\r\nThis case highlights the importance of dealing with grievances and complaints fairly and transparently to minimise the risks of victimisation and discrimination claims. The EAT has also confirmed that there is no requirement in a harassment claim for a ‘mental element’ as there is in a direct discrimination claim. This means that comments about personal attributes may constitute harassment if they are related to a protected characteristic such as race or sex even if there is no discriminatory intent. In order to ensure that all staff understand the wide definition of harassment, it is vital to implement comprehensive equality and diversity policies and to organise regular tailored training. These measures are also necessary to comply with the new duty to take reasonable steps to prevent sexual harassment, which will be extended to ‘all’ reasonable steps when the Employment Rights Bill comes into force in 2026. The Bill will also introduce employers’ liability for third-party harassment in respect of all types of harassment.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64732,3291,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">The Home Office had previously confirmed they would be introducing a digital immigration system at the end of 2024, after which time physical immigration documents would not be accepted. However, after initially extending the deadline until the end of March, the Home Office has just confirmed that the deadline has now been extended until at least 1 June 2025.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64736,3291,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The current position is that UK Visas and Immigration (UKVI) will completely replace physical immigration documents with a fully operative online system on 1 June 2025, unless the deadline is pushed back again.</p>\r\nThe introduction of eVisas will mean that biometric residence permits (BRPs), biometric residence cards (BRCs), passport endorsements (indefinite leave to enter wet ink stamps), and vignette stickers in passports (entry clearance or visa vignettes) will be replaced by an online record reflecting an individual’s immigration status and the conditions of their permission to be in the UK.\r\n\r\nAlthough all BRPs and BRCs expired on 31 December 2024, they can still be used to travel if individuals have valid permission to stay in the UK, but this is only (now) until 1 June 2025. We anticipate that once this grace period has ended, those without eVisas will encounter difficulties proving their immigration status and may well be refused entry to the UK and may well even be denied boarding by transport carriers.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64740,3291,'insight_modules_2_heading_title','Why are eVisas being introduced?');
INSERT INTO `Z1EZp7_postmeta` VALUES (64741,3291,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64742,3291,'insight_modules_2_text_general','<p data-pm-slice=\"1 1 []\">According to the Home Office, eVisas will allow for faster and more reliable verification of immigration status. The introduction of the eVisa system will remove the need to check physical documentation, improving the efficiency of right-to-work checks and preventing disruption to employment start dates.</p>\r\nThe most obvious benefit of the new system is that there will be less scope for fraudulent activity as eVisas cannot be stolen, lost, or tampered with. Travelling will also be significantly easier because the eVisa can be easily linked to passports.\r\n\r\nWith the 1 June 2025 deadline looming, individuals should create a UKVI account and apply for an eVisa at the earliest opportunity and ideally well before the 1 June 2025 deadline. Transferring physical documents to eVisas will not affect an individual’s current immigration status or visa conditions. It is advisable for individuals to keep their physical documents which may assist with future applications to stay in the UK as well as in the event that there are any issues when travelling. Those who use passport endorsements or vignette stickers to prove their rights are encouraged to make a free No Time Limit application for an eVisa.\r\n\r\nPlease contact <a href=\"mailto:timhayes@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Tim Hayes</a> or <a href=\"mailto:ashifali@broadfield-law.com\" target=\"_blank\" rel=\"noopener\">Ashif Ali</a> for any advice in relation to these and any other Immigration matters.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64759,3292,'insight_modules_0_heading_title','Overview of the Employment Tribunal Procedure Rules 2024');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64761,3292,'insight_modules_0_text_general','The new Employment Tribunal Procedure Rules 2024 came into force on 6 January 2025. These largely replicate the previous 2013 procedural rules, but with altered numbering and some minor changes to update the drafting and remove ambiguities. The most significant change is a new power authorising the Senior President of Tribunals to allow legal officers to carry out specified judicial functions in Employment Tribunals. A Practice Statement was issued by the Senior President of Tribunals, also on 6 January 2025, setting out the relevant functions that may now be carried out by legal officers under the supervision of an employment judge and in accordance with any applicable Presidential Guidance. These include shortening or extending time limits, giving directions on service of claim forms, certain hearing postponements, case management orders, and orders for preliminary hearings. Within 14 days from the date on which the Tribunal sends notice of a decision made by a legal officer to a party in the proceedings, that party may apply for the decision to be considered afresh by a judge.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64765,3292,'insight_modules_1_heading_title','Navigating International Witness Testimony: The Latest Guidance of Employment Tribunals');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64767,3292,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">The President of Employment Tribunals in England and Wales has issued new Presidential Guidance on taking oral evidence by video or telephone from witnesses or parties who are located abroad. The Guidance takes effect from 27 January 2025. As acknowledged by the President, for many years oral evidence has been heard remotely in Employment Tribunals without proper consideration of whether appropriate permission was in place from the relevant foreign state. The Guidance states that this position is no longer sustainable since it risks damaging the UK’s diplomatic relations with other states and is therefore contrary to the public interest. As a general principle, parties must now demonstrate that there is no legal or diplomatic barrier to the Tribunal taking oral evidence from within the relevant foreign state. Some states have already given permission for oral evidence to be taken from individuals in their territory, and this can be checked on the Foreign, Commonwealth, and Development Office website. Where a state’s permission has not been given, it must be obtained by contacting the relevant authorities. In all cases, the Tribunal must also be satisfied that allowing oral evidence from abroad is in the interests of justice and consistent with the overriding objective to deal with cases fairly and justly, including through avoiding delay and saving expense.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64771,3292,'insight_modules_2_heading_title','Equality at Work: The Case for Miscarriage and Bereavement Leave');
INSERT INTO `Z1EZp7_postmeta` VALUES (64772,3292,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64773,3292,'insight_modules_2_text_general','On 15 January 2025, the cross-party Women and Equalities Committee published a report recommending that the Employment Rights Bill should be amended to provide a period of paid leave to all women and their partners who experience pregnancy loss before 24 weeks (Equality at Work: Miscarriage and Bereavement Leave). The report cites data estimating that more than one in five pregnancies end before 24 weeks, as well as clear evidence that the impacts of loss both pre and post 24 weeks are felt as bereavements. Although the Committee acknowledges that an increasing number of employers have pregnancy loss policies which include paid leave for women and their partners, the report highlights the case for a minimum legislative standard. The Committee’s proposed amendments would give employees who experience a pre-24 week pregnancy loss the same entitlements to leave and pay as are currently available to parents bereaved by the loss of children under 18 and babies after 24 weeks: two weeks leave, paid at the same rate as maternity, paternity and shared parental leave (currently £184.03 per week or 90% of average weekly earnings, whichever is lower). The Committee also proposes that the Government should work with organisations including the CIPD, Acas and the TUC to promote the benefits of pre-24 week pregnancy loss policies. A broad right to one week’s unpaid bereavement leave is currently included in the Employment Rights Bill, but the Government has not yet confirmed whether it intends to support the Committee’s latest proposal.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64777,3292,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">The House of Commons Joint Committee on Human Rights has launched an inquiry into the legal and voluntary frameworks underpinning the UK’s response to forced labour in international supply chains. It will also consider whether changes are needed to prevent goods from being sold domestically where their global supply chains are linked to forced labour and where responsibility should lie for preventing those products from entering the UK (for example, with government, regulations, business, or consumers). The inquiry will look at whether all companies should be required to manage the risk of forced labour in their supply chains. This will include considering the level of due diligence it is reasonable to expect from companies and public sector buyers before they decide whether to contract with suppliers. The Committee will also evaluate international approaches to these issues to assess whether there are other effective legislative frameworks that would work well in the UK. This inquiry comes against a background of concern that since the enactment of the Modern Slavery Act in 2015, the UK has fallen behind other countries in its response to slavery in supply chains. For example, the EU has already introduced legislation to prevent goods linked to forced labour from being sold in the EU.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64781,3292,'insight_modules_4_text_general','<p data-pm-slice=\"1 1 []\">The Employment Rights Bill completed its Committee Stage in the House of Commons on 16 January 2025. A total of 264 amendments were tabled to the Bill during this stage, and 149 of these, all Government amendments, were approved. The latest version of the Bill was published on 27 January 2025. We are awaiting confirmation of dates for the report stage and third reading of the Bill, after which it will proceed to the House of Lords. The Government is currently considering its response to four consultations held between October and December 2024, which asked for feedback on aspects of the Employment Rights Bill relating to strengthening statutory sick pay, collective redundancy and fire and rehire, industrial relations, and zero hours contracts. Further amendments to the Bill are likely to be introduced at the report stage in order to take account of responses to these consultations.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64785,3292,'insight_modules_5_text_general','<p data-pm-slice=\"0 0 []\">The Government has announced that key provisions of the Higher Education (Freedom of Speech) Act 2023 will be brought into force. This will include the ban on English higher education providers entering into non-disclosure agreements (NDAs) in relation to sexual misconduct or any bullying or harassment allegations. It is not yet clear when this ban will be implemented. Having been passed by the previous Conservative Government, the Act was due to come into force on 1 August 2024 but was paused after the general election as the new Government was concerned that it was too broad and potentially burdensome for higher education institutions. Following a period of consultation and review, the Government has now confirmed that it will proceed with the ban on NDAs that prevent students, staff, or visiting speakers from speaking about their experiences of sexual misconduct, harassment, or bullying. All universities will be required to have robust codes of practice ensuring the protection of free speech, which will be enforced by the Office for Students. The Government has also confirmed that provisions of the Act considered to be disproportionate or unnecessary will be removed or amended. A policy paper setting out further details on the proposed changes will be published in due course.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64787,3292,'insight_modules_3_heading_title','The Role of Companies and Government in Supply Chain Ethics');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64789,3292,'insight_modules_4_heading_title','Key Changes to the Employment Rights Bill');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64791,3292,'insight_modules_5_heading_title','Higher Education Reform: Government Moves Forward with Freedom of Speech Act');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64802,3293,'insight_modules_0_text_para','In Afshar and others v Addison Lee Ltd, an Employment Tribunal recently held that Addison Lee drivers are workers, rather than self-employed contractors. The Tribunal also ruled that the drivers’ claims for unpaid wages in respect of national minimum wage and holiday pay should not be limited to the two-year backstop on unlawful deductions from wage claims because the regulations implementing that backstop were unlawful.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64806,3293,'insight_modules_1_text_general','The Employment Rights Act 1996 gives workers the right to claim unlawful deductions from wages, which includes failure to pay holiday pay. Due to a series of cases that led to concerns about the potential for large, backdated holiday pay claims, the Deduction from Wages (Limitation) Regulations were introduced in 2014 to limit claims to deductions made within a two-year period dating back from the claim (known as the two-year backstop). The Regulations were introduced under powers in the European Communities Act 1972 and were drafted to apply to all deductions from wages claims, not just EU-derived holiday pay claims.\r\n<p data-pm-slice=\"1 1 []\">The history of the issues in this case goes back to 2017, when the Employment Tribunal ruled that three Addison Lee drivers were workers and therefore entitled to holiday pay and national minimum wage. Addison Lee’s appeal against this decision failed because the Supreme Court had in the meantime ruled in favour of Uber drivers in similar claims<strong>. </strong>In February 2024, an out-of-court settlement was reached with those three drivers. However, around 700 drivers then brought claims arguing that they too were workers since they worked under essentially the same business model and working arrangements as the original three drivers. Addison Lee defended these claims on the basis that the 2017 judgement did not apply to those drivers and that, in any event, it had made changes to take account of that judgement.</p>\r\nThe Employment Tribunal has now ruled that the drivers were engaged as workers. All passenger drivers, courier drivers, and executive drivers were held to be workers during the whole time that they were logged on to Addison Lee’s operating system. Owner drivers were held to be workers from the time they accepted work to the time the work ended, on the basis that they could also accept jobs on other platforms such as Uber and Bolt. Although Addison Lee had made changes since the 2017 judgement, the Tribunal found that those changes were minimal and did not affect worker status.\r\n<p data-pm-slice=\"1 1 []\">In a ruling of potentially much wider significance, the Tribunal also held that the drivers’ claims for holiday pay and national minimum wage could go back more than two years. In the Tribunal’s view, the Deduction from Wages (Limitation) Regulations were ultra vires and therefore unlawful. The purpose of the Regulations was to limit the burden on employers of backdated holiday pay claims. However, they applied not just to EU-derived holiday pay but to all unlawful deductions from wages claims. The Tribunal held that a change of such fundamental importance should have been implemented by means of primary legislation, not through regulations.</p>\r\nIf unlimited holiday pay and national minimum wage compensation are payable in this case, the total amount payable by Addison Lee would be substantial. Employment Tribunal judgements are not binding on other Tribunals and this judgement is very likely to be appealed, potentially affecting other holiday pay and deductions claims that have been limited by the two-year backstop. However, if the Government is concerned that the higher courts will follow the reasoning in this case, primary legislation may be introduced to ensure that the backstop is legally binding.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64821,3294,'insight_modules_0_text_para','In British Council v Sellers<em>,</em> the EAT has ruled that an Employment Tribunal should not have ordered the re-engagement of an employee who had been unfairly dismissed following an allegation of sexual misconduct.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64825,3294,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Following a finding of unfair dismissal, instead of receiving compensation, an employee may ask the Employment Tribunal for an order that they be reinstated to their previous role or re-engaged in a comparable role on terms specified by the Tribunal. This will include pay and benefits for the period between dismissal and the re-engagement order. When exercising its discretion to make a reinstatement or re-engagement order, the Tribunal must consider whether it would be practicable for the employer to comply and, if relevant, whether the employee caused or contributed to their dismissal. Failure to comply with an order for reinstatement or re-engagement will result in an additional award of compensation unless the employer can show that compliance was not practicable.</p>\r\nMr Sellers had been employed by the British Council since 1990, most recently as Country Director for Italy, with responsibility for all aspects of the Council’s Italian operations. He was dismissed for gross misconduct in 2019 following allegations of inappropriate sexual conduct at a British Council social event. The Council rejected his appeal against dismissal and also refused his request to reopen the matter after further evidence was submitted by a third party.\r\n\r\nThe Employment Tribunal upheld Mr Sellers’ claim for unfair dismissal, finding that although the decision-maker genuinely believed he had committed the alleged misconduct, that belief was unreasonably derived from a flawed investigation. The appeal process had failed to rectify those procedural deficiencies. Although generally it might not be unfair to ignore a request to reopen a dismissal decision after an appeal had been concluded, the Tribunal also held that this case was an exception, not least because the British Council’s policy allowed for this possibility. In the Tribunal’s view, if the later evidence had been accepted, it was likely that the dismissal would have been set aside.\r\n\r\nHowever, following the unfair dismissal finding, the British Council commissioned a fresh, independent investigation which upheld the original finding of gross misconduct.\r\n\r\nAt the remedies hearing, Mr Seller sought re-engagement. The Council argued that this would be impracticable due to a loss of trust and confidence in Mr Sellers as well as an intervening organisational restructuring which involved redundancies. The Tribunal considered itself bound to assess the issue of contributory conduct and found that, on the balance of probabilities, the alleged assault had not occurred. In the Tribunal’s view, the later independent investigation had been undertaken to resist an application for re-engagement, not as a genuine attempt to rectify previous errors. The Tribunal therefore made an order for re-engagement.\r\n\r\nAllowing the British Council’s appeal, the EAT has now set aside the re-engagement order. It held that the Tribunal had exceeded its remit by considering whether Mr Sellers had caused or contributed to his dismissal when this argument had not been raised by his employer. Crucially, the Tribunal had also failed to assess the practicability of re-engagement from the employer’s perspective, for example, by scrutinising the quality of the independent investigation and substituting its own view rather than focusing on whether the Council’s belief in Mr Sellers’ misconduct was genuine and rationally held.\r\n\r\nTribunals have considerable discretion when determining whether to order reinstatement or re-engagement, but in practice orders are rarely granted. Since practicability will often depend on whether trust and confidence can be restored between the parties, employers should ensure that any concerns about loss of trust and confidence are properly reasoned and documented. This will help demonstrate a genuine and rational belief that the relationship has broken down. It is also important to note that practicability will be determined as of the date of the remedies hearing, not at the date of dismissal.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64842,3295,'insight_modules_0_text_general','The Government’s May 2025 White Paper, \"Restoring Control Over the Immigration System\", proposes significant reform across multiple areas of UK immigration policy. Framed as a reset of the legal framework governing migration, the proposals will affect work routes, settlement pathways, family migration, student sponsorship, and compliance requirements.\r\n\r\nWhile the Government has positioned these reforms as necessary to reduce net migration and ease pressure on public services, they will also require immediate consideration by employers and sponsors reliant on overseas talent, as well as by individuals with plans to remain in the UK long-term.\r\n\r\nBelow is our overview of the principal changes.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64846,3295,'insight_modules_1_heading_title','Indefinite Leave to Remain');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64848,3295,'insight_modules_1_text_general','The most significant change to the settlement framework is the proposed increase to the qualifying period for indefinite leave to remain (ILR), from five years to ten years. This would apply to most immigration categories, though there are exceptions:\r\n<ul>\r\n 	<li>dependants of British citizens will remain eligible to apply for ILR after five years provided they ‘remain compliant’.</li>\r\n 	<li>existing fast-track settlement categories, including Global Talent, will continue to offer ILR after three years in qualifying cases.</li>\r\n 	<li>the European Settlement Scheme remains unaffected and the Government doesn’t appear to intend to rework the Withdrawal Agreement.</li>\r\n 	<li>the White Paper also signals a future points-based model for “earned settlement,” allowing some migrants to qualify before ten years based on economic or social contributions, though the criteria are yet to be defined.</li>\r\n</ul>\r\nThe Government will also raise the English language threshold for ILR from CEFR Level B1 to B2 (Independent User). This elevation in standards is consistent across most immigration categories.\r\n\r\nAdditionally, the system will now require all migrants extending their stay to demonstrate language progression—reaching A2 for visa extensions and ultimately B2 for settlement.\r\n\r\nEmployers and migrants may wish to review current immigration strategies in light of these changes, particularly where shorter routes to settlement are an important consideration.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64850,3295,'insight_modules_2_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64851,3295,'_insight_modules_2_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64852,3295,'insight_modules_2_heading_title','Skilled Worker Route');
INSERT INTO `Z1EZp7_postmeta` VALUES (64853,3295,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64854,3295,'insight_modules_2_text_general','One of the key proposals is an increase in the minimum skill level for the Skilled Worker visa, from RQF Level 3 (A-level equivalent) to RQF Level 6 (graduate level). This effectively reverses the 2020 expansion of the route to include mid-skilled occupations in the wake of Brexit.\r\n\r\nIt is worth noting that while the job must be classified at RQF Level 6, there is no requirement that the individual hold a degree, provided they have the requisite skills and experience to perform the role.\r\n\r\nIn practice, this change will reduce the number of eligible roles by approximately 180 occupations. Salary thresholds will also rise in line with the new skill level, although it is not yet clear by how much. Existing Skilled Worker visa holders in roles below RQF Level 6 will continue to be eligible for visa extensions and employer changes under transitional provisions.\r\n\r\nFor Skilled Workers and all other roles where language requirements already apply, the minimum standard will rise from B1 to B2. For adult dependants of students and workers (many of whom were previously exempt) there will now be a mandatory English language requirement at A1 on entry. The Government has indicated that this will be reviewed over time, with a view to increasing the minimum language threshold.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64855,3295,'_insight_modules_2_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64856,3295,'insight_modules_3_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64857,3295,'_insight_modules_3_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64858,3295,'insight_modules_3_heading_title','End of the Immigration Salary List');
INSERT INTO `Z1EZp7_postmeta` VALUES (64859,3295,'_insight_modules_3_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64860,3295,'insight_modules_3_text_general','The White Paper proposes that the Immigration Salary List (ISL), which replaced the Shortage Occupation List earlier in 2024, be withdrawn. Under the ISL, certain roles are permitted lower salary thresholds for visa eligibility, subject to MAC (Migration Advisory Committee) review and recommendation. These concessions will no longer apply.\r\n\r\nInstead, the Government says it intends to introduce a new Temporary Shortage List (TSL), with a more restrictive structure and limited access.\r\n\r\nThis change would reflect a significant policy shift. Rather than offering structural salary exemptions for hard-to-fill roles, the Government intends to compel employers to reduce reliance on migration through investment in local workforce development.\r\n\r\nEmployers currently relying on the ISL for cost-effective sponsorship will need to reassess their recruitment strategies and budget for higher salary thresholds across the board.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64861,3295,'_insight_modules_3_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64862,3295,'insight_modules_4_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64863,3295,'_insight_modules_4_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64864,3295,'insight_modules_4_heading_title','Temporary Shortage List');
INSERT INTO `Z1EZp7_postmeta` VALUES (64865,3295,'_insight_modules_4_heading_title','field_67449020c373c');

INSERT INTO `Z1EZp7_postmeta` VALUES (64867,3295,'_insight_modules_4_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64868,3295,'insight_modules_5_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64869,3295,'_insight_modules_5_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64870,3295,'insight_modules_5_heading_title','Closure of the Health and Care Worker visa to social care workers ');
INSERT INTO `Z1EZp7_postmeta` VALUES (64871,3295,'_insight_modules_5_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64872,3295,'insight_modules_5_text_general','Under transitional arrangements until 2028, the Government will permit visa extensions and in-country switching for care workers already in the UK with Skilled Worker visas. However, future overseas recruitment into these roles under this route will cease.\r\n\r\nAccording to the Government, this decision follows reports of widespread exploitation in the sector and is part of a wider move to establish domestic recruitment and Fair Pay Agreements for care workers.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64873,3295,'_insight_modules_5_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64874,3295,'insight_modules_6_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64875,3295,'_insight_modules_6_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64876,3295,'insight_modules_6_heading_title','Increased Sponsor Obligations');
INSERT INTO `Z1EZp7_postmeta` VALUES (64877,3295,'_insight_modules_6_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64878,3295,'insight_modules_6_text_general','Several changes are proposed which will have financial and administrative implications for sponsors and their sponsored workers:\r\n<ul>\r\n 	<li>the Immigration Skills Charge will rise by 32% from £1,000 to £1,320 per year for medium or large sponsors, or from £364 to £480 per year for small or charitable sponsors.</li>\r\n 	<li>English language testing will apply to adult dependants of workers and students for the first time, initially set at B1, with an intention to raise this to B2 in the future.</li>\r\n 	<li>Basic Compliance Assessment thresholds for education sponsors will increase. Sponsors will now be required to maintain at least a 95% course enrolment rate and a 90% course completion rate.</li>\r\n</ul>\r\nSponsors are advised to review their compliance procedures in anticipation of more stringent audit thresholds and enforcement activity.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64879,3295,'_insight_modules_6_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64880,3295,'insight_modules_7_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64881,3295,'_insight_modules_7_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64882,3295,'insight_modules_7_heading_title','Graduate and Student Routes');
INSERT INTO `Z1EZp7_postmeta` VALUES (64883,3295,'_insight_modules_7_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64884,3295,'insight_modules_7_text_general','The Graduate Visa route will be reduced from two years to 18 months. There appears to be no differentiation or exceptions for PhD or other doctoral graduates.\r\n\r\nThe Government also intends to explore the introduction of a 6% tax on income from international students, payable by education providers and earmarked for reinvestment in the domestic skills sector.\r\n\r\nThese changes form part of a broader review of the UK’s international education strategy and are likely to affect both student recruitment and institutional compliance arrangements. Sponsors should review their current recruitment approaches and make changes where necessary ahead of the changes.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64885,3295,'_insight_modules_7_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64886,3295,'insight_modules_8_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64887,3295,'_insight_modules_8_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64888,3295,'insight_modules_8_heading_title','Expansion of Highly-Skilled Categories');
INSERT INTO `Z1EZp7_postmeta` VALUES (64889,3295,'_insight_modules_8_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64890,3295,'insight_modules_8_text_general','In contrast with the overall tightening of eligibility criteria, the Government has committed to expanding certain high-skilled immigration categories. These include:\r\n<ul>\r\n 	<li>the Global Talent route, which may see wider eligibility and continued access to three-year settlement;</li>\r\n 	<li>a review of the Innovator Founder route;</li>\r\n 	<li>an expansion of the High Potential Individual (HPI) route, with a potential doubling of qualifying institutions; and</li>\r\n 	<li>changes to the UK Expansion Worker category to attract business investment.</li>\r\n</ul>\r\nThese developments are likely to be welcomed by employers and individuals operating in knowledge-based or innovation-driven sectors.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64891,3295,'_insight_modules_8_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64892,3295,'insight_modules_9_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64893,3295,'_insight_modules_9_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64894,3295,'insight_modules_9_heading_title','Family and Private Life Routes');
INSERT INTO `Z1EZp7_postmeta` VALUES (64895,3295,'_insight_modules_9_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64896,3295,'insight_modules_9_text_general','The Government intends to simplify and reform the family and private life immigration framework, including:\r\n<ul>\r\n 	<li>increasing the English language requirement for settlement across most routes from B1 to B2;</li>\r\n 	<li>introducing an English language requirement for adult dependants of students and workers;</li>\r\n 	<li>and tightening the legal framework around Article 8 (right to family life) claims, by legislating to clarify that the right to remain is a matter for Parliament rather than the courts.</li>\r\n</ul>\r\nThese proposals suggest a significant shift in the approach to long-standing legal arguments relied upon by individuals resisting removal or seeking to regularise their status');
INSERT INTO `Z1EZp7_postmeta` VALUES (64897,3295,'_insight_modules_9_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64898,3295,'insight_modules_10_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64899,3295,'_insight_modules_10_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64900,3295,'insight_modules_10_heading_title','Border and Compliance Enforcement');
INSERT INTO `Z1EZp7_postmeta` VALUES (64901,3295,'_insight_modules_10_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64902,3295,'insight_modules_10_text_general','The White Paper outlines a renewed emphasis on enforcement, including:\r\n<ul>\r\n 	<li>increased powers to refuse entry at the border where visa conditions have been breached;</li>\r\n 	<li>wider use of digital e-Visas to track compliance and reduce illegal working;</li>\r\n 	<li>and further legislative changes intended to streamline the removals process.</li>\r\n</ul>\r\nThese developments will support a broader policy of system enforcement and sponsor accountability.');
INSERT INTO `Z1EZp7_postmeta` VALUES (64903,3295,'_insight_modules_10_text_general','field_67447fc704d53');
INSERT INTO `Z1EZp7_postmeta` VALUES (64904,3295,'insight_modules_11_add_heading','1');
INSERT INTO `Z1EZp7_postmeta` VALUES (64905,3295,'_insight_modules_11_add_heading','field_67448fefc373b');
INSERT INTO `Z1EZp7_postmeta` VALUES (64906,3295,'insight_modules_11_heading_title','Conclusion');
INSERT INTO `Z1EZp7_postmeta` VALUES (64907,3295,'_insight_modules_11_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64908,3295,'insight_modules_11_text_general','The Government’s proposals represent a comprehensive reworking of the UK’s immigration framework, with significant legal and operational implications. The overall direction is clear: tighter eligibility criteria, increased compliance obligations, and a renewed emphasis on domestic workforce development.\r\n\r\nEmployers, education providers, and individuals currently in the UK or planning to apply should assess how these changes may affect them, particularly in relation to settlement timelines, sponsorship eligibility, and longer-term immigration planning.\r\n\r\nFor further advice or to discuss how these reforms may impact your organisation or immigration strategy, please contact our team.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64925,3296,'insight_modules_0_text_general','Following the publication of the Government’s immigration white paper in May, a Statement of Changes to the Immigration Rules was released on 1 July 2025, heralding a wide range of important changes for Skilled Workers which will come into force on 22 July 2025.\r\n\r\nThe changes will affect all applications relying on a Certificate of Sponsorship (CoS) issued on or after 22 July. Employers now have a brief window of time to assign CoS and lodge applications under the current, more flexible rules. Once the deadline passes, the new, stricter criteria will apply to both first-time applicants and those seeking extensions, unless protected under limited transitional provisions.\r\n\r\nApplications made before 22 July 2025, using a CoS assigned before that date, will continue to be assessed under the current Immigration Rules. This includes applications for roles that will no longer qualify under the revised system and allows reliance on lower salary thresholds and broader occupational eligibility.\r\n\r\nEmployers should urgently identify any future or planned hires that may be affected and ensure that CoS are issued and visa applications are submitted before the cut-off date. It is also essential to check whether the organisation has enough CoS allocation to cover additional demand. Where necessary, requests for allocation increases should be submitted as soon as possible, bearing in mind that the Home Office is expected to receive a deluge of similar requests during this period.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64929,3296,'insight_modules_1_heading_title','Key Change: Skill Threshold Rises to RQF Level 6');
INSERT INTO `Z1EZp7_postmeta` VALUES (64930,3296,'_insight_modules_1_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64931,3296,'insight_modules_1_text_general','From 22 July 2025 the minimum skill level for Skilled Worker visa roles will increase from RQF Level 3 (A-level equivalent) to RQF Level 6 (bachelor’s degree level equivalent). This reverses the more extension of eligible roles introduced in 2021 and returns the Skilled Worker skill threshold to the pre-Brexit position, with a narrower set of roles qualifying for sponsorship.\r\n\r\nA significant number of roles that previously qualified for sponsorship will no longer therefore be eligible for sponsorship, including many technical, administrative, care, trade and frontline service roles.\r\n\r\nRoles that are classified below RQF Level 6 may still be sponsored where they appear on either the Immigration Salary List (ISL) or the new Temporary Shortage List (TSL). However, these roles will carry additional restrictions, including a limitation on bringing dependants.\r\n\r\nImportantly, individuals already holding Skilled Worker leave, or those applying using a CoS issued before 22 July, will be protected by transitional arrangements and can continue to apply for extensions or switch employers, even in roles that no longer meet the updated skill threshold. These protections are expected to be reviewed in due course.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64935,3296,'insight_modules_2_heading_title','Salary Threshold Increases: What Employers Must Now Pay');
INSERT INTO `Z1EZp7_postmeta` VALUES (64936,3296,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64937,3296,'insight_modules_2_text_general','From 22 July 2025 new salary thresholds will apply across all Skilled Worker visa applications, including those seeking extensions unless they entered the route before 4 April 2024.\r\n\r\nThe updated general threshold for applicants who have not held a Skilled Worker visa since before 4 April 2024 is £41,700 (previously £38,700), or £31,300 (previously £29,000) for those who have held a Skilled Worker since before that date.\r\n\r\nThe job-specific going rates will also be going up and, again, there will be different thresholds depending on whether an individual has had a Skilled Worker visa continuously since before 4 April 2024.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64941,3296,'insight_modules_3_heading_title','ISL and the New Temporary Shortage List');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64944,3296,'_insight_modules_3_text_general','field_67447fc704d53');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64947,3296,'insight_modules_4_heading_title','Adult Social Care: Route Phasing Out from 2025 to 2028');
INSERT INTO `Z1EZp7_postmeta` VALUES (64948,3296,'_insight_modules_4_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64949,3296,'insight_modules_4_text_general','The reforms will have a particularly significant impact on the adult social care sector, which has relied heavily on international recruitment under SOC codes 6135 (care workers) and 6136 (senior care workers).\r\n\r\nFrom 22 July 2025, no new Skilled Worker applications will be accepted from overseas applicants in these roles. Transitional measures will remain in place until 22 July 2028, allowing in-country applicants to switch into the Skilled Worker route. However, they must have worked for their sponsor for at least three months before the CoS is issued.\r\n\r\nTo prevent attempts to bypass the new restrictions, the Home Office has clarified that SOC code 6131 (nursing auxiliaries and assistants) should only be used for roles in regulated healthcare environments, where registered nurses are also employed.\r\n\r\nCare sector sponsors must also meet additional criteria, including Care Quality Commission (CQC) registration and operation within a recognised national or regional framework agreement.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64951,3296,'insight_modules_5_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64953,3296,'insight_modules_5_heading_title','Restrictions on Dependants');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64955,3296,'insight_modules_5_text_general','From 22 July 2025, Skilled Worker visa holders sponsored in roles below RQF Level 6 will generally not be permitted to bring dependants, including spouses or children. This restriction is already in place for new care worker applications as of March 2024 and will now extend across other lower-skilled roles.\r\n\r\nThis marks a significant departure from previous policy and is expected to reduce the attractiveness of the UK for overseas applicants in mid-skilled or lower-paid jobs.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64959,3296,'insight_modules_6_heading_title','Global Business Mobility and Scale-Up Routes Also Affected');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64961,3296,'insight_modules_6_text_general','The Global Business Mobility route will see its minimum salary threshold increase to £52,500, while the Scale-Up visa threshold will rise to £39,100. Additional guidance has also been issued to clarify how salaries should be calculated where variable hours or part-time working patterns apply.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64965,3296,'insight_modules_7_heading_title','What Employers Should Do Now');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64967,3296,'insight_modules_7_text_general','The reforms taking effect on 22 July 2025 will reshape the UK’s approach to economic migration. Employers that currently rely on sponsored workers must act quickly to review their workforce strategy and ensure compliance with the new rules.\r\n\r\nKey steps include:\r\n<ul>\r\n 	<li>Audit your sponsored roles and determine which will no longer be eligible from 22 July</li>\r\n 	<li>Issue CoS for qualifying individuals before the deadline</li>\r\n 	<li>Apply for increased CoS allocations now if necessary</li>\r\n 	<li>Review salaries for both new and existing staff to ensure they meet updated thresholds</li>\r\n 	<li>Adjust recruitment and workforce planning to account for restrictions on dependants</li>\r\n 	<li>For care providers, confirm CQC registration and eligibility under recognised frameworks</li>\r\n</ul>\r\nFor guidance on CoS assignments, sponsor licence compliance, salary benchmarking, or strategic immigration planning, contact our immigration team today.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64986,3297,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In Hewston v Ofsted, the Court of Appeal recently ruled that the dismissal of a school inspector for brushing rainwater off a child’s head and touching their shoulder was substantively and procedurally unfair.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64990,3297,'insight_modules_1_text_general','<p class=\"ai-optimize-6\" data-pm-slice=\"1 1 []\">Mr Hewston was employed as an Ofsted inspector. During a school inspection, he brushed water from the head of a 12-year-old boy as he came in from a rainstorm and touched his shoulder in a gesture that was meant to be helpful and sympathetic. The school subsequently submitted complaints to Ofsted and the local authority safeguarding officer, alleging that this physical contact was inappropriate and had made the child feel uncomfortable. Ofsted initiated disciplinary proceedings, resulting in Mr Hewston’s dismissal for gross misconduct. It was accepted that he was not a risk to children and that there were no safeguarding concerns. Mr Hewston was dismissed for bringing Ofsted into disrepute by his grave error of judgment and because, having shown no remorse, he had failed to convince Ofsted that he would not do something similar again. He then brought a claim of unfair dismissal in the Employment Tribunal.</p>\r\n<p class=\"ai-optimize-7\">The Tribunal dismissed Mr Hewston’s claim, ruling that the investigation and disciplinary procedure had been fair and reasonable and that Ofsted had a reasonable belief that his actions undermined trust and confidence in his abilities and amounted to gross misconduct. While acknowledging that a sanction falling short of dismissal might have been appropriate, the Tribunal was not permitted to substitute its own views for those of a reasonable employer.</p>\r\n<p class=\"ai-optimize-8\">Mr Hewston subsequently appealed to the Employment Appeal Tribunal (EAT). Overturning the Tribunal’s ruling, the EAT substituted a finding of unfair dismissal. The EAT held that it could not have been obvious to Mr Hewston that he could be dismissed for touching a pupil once in this manner. It was not made clear in any policies, and he had not undergone any relevant training that was suggestive of this. Ofsted had also accepted that there were no safeguarding issues. Mr Hewston’s dismissal was also deemed procedurally unfair because he had not been provided with key documentation during the disciplinary process, including the pupil’s statement, the school’s letter of complaint, and the local authority’s response.</p>\r\n<p class=\"ai-optimize-9\">Ofsted’s appeal has now been unanimously dismissed by the Court of Appeal, which agreed with the EAT’s reasoning. The Court of Appeal confirmed that it would not normally be fair to dismiss an employee for an act that they could not reasonably be expected to know would be regarded as serious misconduct. The Court also rejected Ofsted’s argument that Mr Hewston’s lack of remorse was relevant. It would not normally be reasonable for an employer to “bump up” the seriousness of misconduct just because the employee has failed to show due contrition or insight during the disciplinary process. In any event, Mr Hewston was willing to attend training and had agreed that he would not repeat his actions.</p>\r\n<p class=\"ai-optimize-10\">This case illustrates the importance of ensuring that disciplinary policies and procedures set out as precisely as possible any behaviours that will be regarded as unacceptable. As the Court of Appeal noted in this case, if an act is not listed as an example of gross misconduct in a disciplinary policy, an employer must consider whether it is reasonable to expect an employee to know that their misconduct will be regarded as serious. It is advisable to provide regular training for all staff so that they understand what behavioural standards are expected of them. This case also highlights that a dismissal is likely to be procedurally unfair where the employee has not been provided with all relevant documents and evidence during the investigation and disciplinary process.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65003,3298,'insight_modules_0_heading_title','Apprenticeship Levy Refocus: Level 7 Courses Limited to Young Apprentices ');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65005,3298,'insight_modules_0_text_general','The government has announced that, starting January 2026, employers will only be able to use the apprenticeship levy to fund Level 7 courses (equivalent to a Master’s degree) for existing apprentices and those aged 16 to 21. These courses accounted for around 10% of the overall apprenticeship budget. The change helps address concerns that employers have been using Level 7 funding to upskill existing staff with expensive qualifications such as MBAs. It is also part of a broader policy to address skills shortages in key sectors and to refocus training on the youngest age groups, including the introduction of new foundation apprenticeships from August 2025. Plans to replace the existing apprenticeship levy with a “Growth and Skills Levy” are already being implemented.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65009,3298,'insight_modules_1_heading_title','New Immigration Rules');
INSERT INTO `Z1EZp7_postmeta` VALUES (65010,3298,'_insight_modules_1_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (65011,3298,'insight_modules_1_text_general','<span data-preserver-spaces=\"true\">On 12 May 2025, t</span><span data-preserver-spaces=\"true\">he government published its White Paper, “</span><em><span data-preserver-spaces=\"true\">Restoring Control Over The Immigration System</span></em><span data-preserver-spaces=\"true\">”. This contains wide-ranging proposals aimed at reducing net migration, linking the immigration system to skills and training requirements, cracking down on illegal migration, and improving integration and community cohesion. Key provisions affecting business immigration include an increase to the Skilled Worker skills threshold from level 3 to level 6; a 32% increase in the Immigration Skills Charge; reducing the Graduate Visa from two years to 18 months; and increasing the residence requirement for settlement from five to ten years. </span><span data-preserver-spaces=\"true\">The Immigration Salary List will also be replaced</span><span data-preserver-spaces=\"true\"> with a new Temporary Shortage List, </span><span data-preserver-spaces=\"true\">and</span><span data-preserver-spaces=\"true\"> the residence requirement for applications </span><span data-preserver-spaces=\"true\">for</span><span data-preserver-spaces=\"true\"> British Citizenship will be increased.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65013,3298,'insight_modules_2_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65015,3298,'insight_modules_2_heading_title','HMRC Updates');
INSERT INTO `Z1EZp7_postmeta` VALUES (65016,3298,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (65017,3298,'insight_modules_2_text_general','<span data-preserver-spaces=\"true\">HMRC’s Check Employment Status for Tax (CEST) tool helps hirers, agencies and individuals to assess whether a worker should be classed as employed or self-employed for tax purposes, including whether the </span><span data-preserver-spaces=\"true\">off-payroll</span><span data-preserver-spaces=\"true\"> working (IR35) rules apply. HMRC will stand by CEST’s determinations provided the information is accurate and complete. With effect </span><span data-preserver-spaces=\"true\">from 30 April 2025</span><span data-preserver-spaces=\"true\">, the CEST tool has been updated with a new question to establish whether a contract is in place. A user can only continue to use the CEST tool if the answer is “yes”. This new question reflects the 2024 Supreme Court ruling in </span><em><span data-preserver-spaces=\"true\">Professional Game Match Officials Limited v HMRC </span></em><span data-preserver-spaces=\"true\">that where a contract exists, there is also mutuality of obligation, i.e. </span><span data-preserver-spaces=\"true\">an obligation</span><span data-preserver-spaces=\"true\"> on the employer to provide work and on the employee to accept it. It also addresses criticism that CEST did not previously address the mutuality of obligation test sufficiently. However, the underlying logic of CEST remains the same as before the update. Other changes include improved guidance and more user-friendly language and layout.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65019,3298,'insight_modules_3_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65021,3298,'insight_modules_3_heading_title','New Fraud prevention Offence: Is Your Organisation Ready?');
INSERT INTO `Z1EZp7_postmeta` VALUES (65022,3298,'_insight_modules_3_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (65023,3298,'insight_modules_3_text_general','From 1 September 2025, the Economic Crime and Corporate Transparency Act 2023 will introduce a new offence of failure to prevent fraud, which will apply to large organisations and their subsidiaries. Organisations may be held criminally liable where an employee, agent, subsidiary or other associated person commits fraud intending to benefit the organisation. This could include, for example, dishonest sales practices, hiding important information from consumers or investors, and fraudulent practices in financial markets. The onus will be on an organisation to prove, on the balance of probabilities, that it had reasonable procedures to prevent fraud, or that it was unreasonable to expect it to have such procedures in place. This defence is based on six principles: top-level commitment; risk assessment; proportionate risk-based prevention procedures; due diligence; communication and training; and monitoring and review. The Government has published guidance on reasonable fraud prevention procedures to help employers minimise risks by developing an anti-fraud culture. Ahead of the new requirement coming into force, employers are advised to check whether they are in scope and to consider including an anti-fraud clause in employment contracts and consultancy agreements.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65027,3298,'insight_modules_4_heading_title','Equality Guidance Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65029,3298,'insight_modules_4_text_general','<span data-preserver-spaces=\"true\">On 20 May 2025, the Equality and Human Rights Commission (EHRC) published a consultation on its proposed updates to the Code of Practice for Services, Public Functions and Associations to take account of the Supreme Court’s recent judgment in </span><em><span data-preserver-spaces=\"true\">For Women Scotland v Scottish Ministers</span></em><span data-preserver-spaces=\"true\">. Proposed amendments to the Code include an updated definition of “sex” to clarify that it means only biological sex as recorded at birth; new guidance on Gender Recognition Certificates; and updated sections on competitive sport, single-sex and separate-sex services. The consultation closes </span><span data-preserver-spaces=\"true\">on 30 June 2025</span><span data-preserver-spaces=\"true\">. Once the EHRC has finalised the Code of Practice, it will be submitted to the Minister for Women and Equalities for approval before being passed by Parliament. The EHRC </span><span data-preserver-spaces=\"true\">is also considering</span><span data-preserver-spaces=\"true\"> whether its other statutory and non-statutory guidance </span><span data-preserver-spaces=\"true\">needs</span><span data-preserver-spaces=\"true\"> updating to reflect the Supreme Court’s ruling.</span>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65033,3298,'insight_modules_5_heading_title','Low Pay Commission Consultation: National Minimum Wage Rates');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65035,3298,'insight_modules_5_text_general','The Low Pay Commission has published a consultation on National Minimum Wage (NMW) rates. This will inform the Commission’s recommendations to Government later this year on the NMW and National Living Wage (NLW) rates to apply from April 2026. The consultation is seeking evidence on the impact of the April 2025 increases on workers, employers, the labour market and the economy, as well as on the affordability and effects of a 2026 increase to an NLW rate in the range of £12.50 to £12.80. Submissions are also requested on the specific effects of recent increases to the 16-17 year old and apprentice rates, including the effects on the employment prospects of these younger age groups. An annex to the consultation sets out possible approaches to lowering the NLW threshold in line with the Government’s aim of extending it to all workers aged 18 and over. Responses to the consultation must be submitted by 30 June 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65054,3299,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">Ms Kaler was dismissed from her position as a school assistant vice principal for sending multiple abusive, threatening and harassing emails. She argued that her conduct arose as a consequence of her disability, Autistic Spectrum Disorder (ASD), and brought various Tribunal claims as a litigant-in-person, including a claim for discrimination arising from disability.</p>\r\nMs Kaler’s claim was listed for a five-day remote hearing. She gave evidence during the first three days. Over the intervening weekend, she applied for a postponement of the remainder of the hearing on the basis that she was too unwell to continue. Having initially refused an adjournment, the Tribunal did then adjourn on the next day of the hearing when an ambulance had to be called because Ms Kaler was experiencing a panic attack. However, her further request for a postponement was refused because of insufficient medical evidence, the prejudice caused to the employer and its witnesses by any further delay, and concerns that she could experience similar health issues again. The hearing was concluded in Ms Kaler’s absence, and her claims were dismissed.\r\n\r\nOn appeal, Ms Kaler argued that the Tribunal’s decision to refuse a postponement was perverse. However, the EAT agreed with the Tribunal’s reasoning. Her medical evidence (a GP’s letter) lacked sufficient detail to justify a postponement, and there was nothing to indicate that the pressures of a resumed hearing would not have the same effect on her. The EAT noted that Tribunals are not bound to accept medical opinions without question, particularly where prognosis or recovery is uncertain. It also agreed that postponement would impact the employer’s right to a fair trial within a reasonable period of time since it was nearly four years since her employment had ended.\r\n\r\nThe EAT also rejected Ms Kaler’s appeal against the dismissal of her claims. Her conduct did not arise in consequence of her ASD, and even if it had, dismissal was justified and proportionate given the serious content of her emails, their wide circulation, the impact on her colleagues and her refusal to stop sending them.\r\n\r\nIt is difficult to overturn decisions on postponement since they can only be challenged on perversity grounds. Assessing an application for postponement is a delicate balancing exercise. Tribunals will have to weigh up fairness to all parties, taking into account the need to avoid undue delay and prejudice to either party’s case. If the postponement is on medical grounds, including mental illness, expert evidence must be submitted promptly, explaining the diagnosis, prognosis and precisely why the party is unfit to attend. However, as this case illustrates, even where a party produces clear medical evidence that they are not fit enough to participate in a scheduled hearing, they are not automatically entitled to a postponement, as Tribunals are not obliged to defer uncritically to the clinician’s view.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65069,3300,'insight_modules_0_text_para','In the recent case of Gallagher v McKinnnon’s Auto and Tyres Limited, the Employment Appeal Tribunal (EAT) had to consider whether the employer’s conduct during pre-termination settlement negotiations amounted to exertion of undue pressure. If so, evidence of those negotiations would be admissible as evidence in the employee’s unfair dismissal hearing.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65073,3300,'insight_modules_1_text_general','There are two main circumstances when details of pre-termination negotiations cannot be used as evidence in subsequent Tribunal proceedings: where the conversation is protected under section 111A of the Employment Rights Act 1996 (ERA) and where the negotiations are ‘without prejudice’.\r\n\r\nNegotiations can only be ‘without prejudice’ where an existing employment dispute is being settled. On the other hand, section 111A only applies to pre-termination negotiations relating to ordinary unfair dismissal. This means that negotiations in the latter scenario would be admissible in evidence where the subsequent claim relates to an automatically unfair reason for dismissal, discrimination, or breach of contract. Evidence of a protected conversation may also be admitted by a Tribunal if the employer has behaved improperly. Although the ERA does not specify what constitutes improper behaviour, the examples of undue pressure, harassment and victimisation are included in the statutory Acas Code of Practice on Settlement Agreements. The Code states that undue pressure could include failing to give an employee reasonable time to consider a settlement offer or stating, before disciplinary proceedings have started, that the employee will be dismissed if they reject a proposal.\r\n\r\nMr Gallagher was employed by McKinnon’s Auto and Tyres Limited as a branch manager. During his two months’ sickness absence, the company found that his role could be covered by two directors. At his return-to-work meeting, he was therefore offered an exit package which included an enhanced redundancy payment of £10,000. Mr Gallagher was informed that if he accepted the offer, the parties would sign a settlement agreement, but that if he rejected it, the company would go through a redundancy procedure with him. He was given 48 hours to consider this proposal in principle. A further meeting was then held with him to discuss his redundancy and the possibility of alternative employment. He did not accept the settlement offer and was dismissed by reason of redundancy.\r\n\r\nMr Gallagher brought an unfair dismissal claim in the Employment Tribunal and tried to rely on the pre-termination discussions as evidence of unfairness. The ‘without prejudice’ principle did not apply because there was no actual or contemplated legal dispute at the time of those discussions. The company argued, however, that the negotiations were inadmissible under section 111A of the ERA. Mr Gallagher claimed that this did not apply because the company had acted improperly by misrepresenting the meeting as a return-to-work interview, saying that he would be dismissed if he rejected the offer, and putting undue pressure on him to accept the offer within 48 hours.\r\n\r\nAt a preliminary hearing to determine this issue, the Tribunal held that the return to work meeting qualified as a protected conversation and that there had been no undue pressure on Mr Gallagher.\r\n\r\nThe EAT has now dismissed Mr Gallagher’s appeal, confirming that the company’s actions did not amount to improper behaviour for the purposes of section 111A. Although it was not ideal for redundancy to be raised at Mr Gallagher’s return to work meeting, which had clearly shocked him, the EAT confirmed that this did not amount to impropriety. In addition, it noted that the 48-hour time limit was reasonable for him to consider the initial proposal. If he had accepted the redundancy package, he would have been given a further period to consider a written settlement agreement. The EAT also concluded that Mr Gallagher had not been told he would be dismissed if he rejected the offer, only that a redundancy process would commence, including looking at alternative roles.\r\n\r\nThis ruling means that evidence of the fact and content of the pre-termination negotiations will not be admissible at the full, final hearing of Mr Gallagher’s unfair dismissal claim.\r\n\r\nIn order to avoid the costs and risks of tribunal proceedings, employers often consider offering a settlement package at an early stage of any process which could end in termination of employment, such as redundancy, disciplinary or capability procedures. This decision provides welcome clarification that Tribunals are likely to apply a high bar when assessing whether there has been improper behaviour or undue pressure in relation to those settlement negotiations. The Acas Code of Practice on Settlement Agreements states that a minimum period of ten days should be given to employees to enable them to consider a written settlement agreement. In this case, the employer was able to show that the 48-hour limit only applied to its verbal offer and was reasonable in the circumstances. However, it is important to note that each case will be decided on its own facts and circumstances. Employers can minimise the legal risks by conducting negotiations in good faith, ensuring that no improper threats are made as regards dismissal, and allowing sufficient time for employees to consider an offer and take advice.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65088,3301,'insight_modules_0_text_general','In Thandi and others v Next Retail Ltd, the Employment Tribunal has ruled that retail staff based in Next stores must be paid the same basic pay as its warehouse staff. It has been reported that the value of these claims may exceed £30 million. This is one of several ongoing multiple equal pay claims against national retailers, including Asda, Sainsbury’s, Morrisons and Tesco.\r\n\r\nUnder the Equality Act 2010, employees are entitled to receive the same pay and contractual terms as comparators of the opposite sex who perform the same work, work of equal value, or work that has been formally rated as equivalent. Employers may have a defence to an equal pay claim if they can show that the difference in pay is due to a material factor that is not discriminatory (known as the \'material factor defence\'). However, a material factor that is indirectly discriminatory may still be justified if the employer can show that it is a proportionate means of achieving a legitimate aim.\r\n\r\nA group of 3,540 female shop-floor employees brought an equal pay claim arguing that Next was in breach of the Equality Act by paying them less than warehouse staff, who were predominantly male. Their claims related not only to basic pay but also to other regular and one-off payments including Sunday premiums, attendance and retention bonuses, and long-service awards.\r\n\r\nIn the first stage of the case, the Employment Tribunal held in June 2023 that the claimants were performing work of equal value to the warehouse staff. A further Tribunal hearing took place in May 2024 to establish whether Next could show that a material factor defence applied.\r\n\r\nNext argued that the pay differentials could be explained by a range of material factors including market forces, recruitment and retention difficulties, and the overall performance and productivity of the Next Group.\r\n\r\nThe Tribunal held that these material factors involved indirect discrimination. Sales staff were 77.5% female, and warehouse staff were 52.78% male. Paying sales staff a lower basic pay therefore had a disproportionate effect on women, particularly given that Next benchmarked warehouse pay against the predominantly male market for warehouse staff.\r\n\r\nThe next step for the Tribunal was to consider whether Next’s pay practices could be justified as a proportionate means of achieving a legitimate aim. The Tribunal found that Next could have afforded to pay sales staff more, but chose instead to cut costs in order to maximise profitability. Since case law has established that differences in pay cannot be justified by costs alone, the Tribunal held that the lower basic pay could not be objectively justified. The Tribunal also rejected Next’s argument that it had to set pay according to market forces. As the Tribunal noted, market forces may themselves be based on historic discriminatory views on the value of \'male\' and \'female\' work. Allowing market forces to be used as a defence to an equal pay claim could therefore defeat the purpose of the legislation and perpetuate indirectly discriminatory practices. Similar reasoning applied to six other payments which were set at a lower rate for retail staff, including Sunday and night premiums, paid rest breaks, and long service awards.\r\n\r\nHowever, Next’s defence succeeded in relation to other higher payments and premiums paid solely to warehouse staff. The Tribunal held that these payments could be objectively justified because they related to specific difficulties in recruitment and retention that did not apply to sales staff. For example, an attendance bonus paid at one warehouse was justified because its purpose was to stop workers leaving to join a nearby competitor. Similarly, Next could justifiably pay some warehouse staff triple pay on public holidays (rather than the time and a half paid to sales staff) because it was difficult to find warehouse staff to cover public holidays.\r\n\r\nThis is an Employment Tribunal decision and so does not set a binding precedent, but Next has already confirmed that it is lodging an appeal in the EAT. Employers should note that differences in pay cannot be justified solely by cost or profitability, and that Tribunals will scrutinise carefully any argument that relies on paying market rates. However, it may be easier to show objective justification for targeted and one-off payments in response to market pressures such as temporary recruitment or retention difficulties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65104,3302,'insight_modules_0_text_general','In Thandi and others v Next Retail Ltd, the Employment Tribunal has ruled that retail staff based in Next stores must be paid the same basic pay as its warehouse staff. It has been reported that the value of these claims may exceed £30 million. This is one of several ongoing multiple equal pay claims against national retailers, including Asda, Sainsbury’s, Morrisons and Tesco.\r\n\r\nUnder the Equality Act 2010, employees are entitled to receive the same pay and contractual terms as comparators of the opposite sex who perform the same work, work of equal value, or work that has been formally rated as equivalent. Employers may have a defence to an equal pay claim if they can show that the difference in pay is due to a material factor that is not discriminatory (known as the \'material factor defence\'). However, a material factor that is indirectly discriminatory may still be justified if the employer can show that it is a proportionate means of achieving a legitimate aim.\r\n\r\nA group of 3,540 female shop-floor employees brought an equal pay claim arguing that Next was in breach of the Equality Act by paying them less than warehouse staff, who were predominantly male. Their claims related not only to basic pay but also to other regular and one-off payments including Sunday premiums, attendance and retention bonuses, and long-service awards.\r\n\r\nIn the first stage of the case, the Employment Tribunal held in June 2023 that the claimants were performing work of equal value to the warehouse staff. A further Tribunal hearing took place in May 2024 to establish whether Next could show that a material factor defence applied.\r\n\r\nNext argued that the pay differentials could be explained by a range of material factors including market forces, recruitment and retention difficulties, and the overall performance and productivity of the Next Group.\r\n\r\nThe Tribunal held that these material factors involved indirect discrimination. Sales staff were 77.5% female, and warehouse staff were 52.78% male. Paying sales staff a lower basic pay therefore had a disproportionate effect on women, particularly given that Next benchmarked warehouse pay against the predominantly male market for warehouse staff.\r\n\r\nThe next step for the Tribunal was to consider whether Next’s pay practices could be justified as a proportionate means of achieving a legitimate aim. The Tribunal found that Next could have afforded to pay sales staff more, but chose instead to cut costs in order to maximise profitability. Since case law has established that differences in pay cannot be justified by costs alone, the Tribunal held that the lower basic pay could not be objectively justified. The Tribunal also rejected Next’s argument that it had to set pay according to market forces. As the Tribunal noted, market forces may themselves be based on historic discriminatory views on the value of \'male\' and \'female\' work. Allowing market forces to be used as a defence to an equal pay claim could therefore defeat the purpose of the legislation and perpetuate indirectly discriminatory practices. Similar reasoning applied to six other payments which were set at a lower rate for retail staff, including Sunday and night premiums, paid rest breaks, and long service awards.\r\n\r\nHowever, Next’s defence succeeded in relation to other higher payments and premiums paid solely to warehouse staff. The Tribunal held that these payments could be objectively justified because they related to specific difficulties in recruitment and retention that did not apply to sales staff. For example, an attendance bonus paid at one warehouse was justified because its purpose was to stop workers leaving to join a nearby competitor. Similarly, Next could justifiably pay some warehouse staff triple pay on public holidays (rather than the time and a half paid to sales staff) because it was difficult to find warehouse staff to cover public holidays.\r\n\r\nThis is an Employment Tribunal decision and so does not set a binding precedent, but Next has already confirmed that it is lodging an appeal in the EAT. Employers should note that differences in pay cannot be justified solely by cost or profitability, and that Tribunals will scrutinise carefully any argument that relies on paying market rates. However, it may be easier to show objective justification for targeted and one-off payments in response to market pressures such as temporary recruitment or retention difficulties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65139,3304,'insight_modules_1_text_general','<ul>\r\n 	<li>The belief must be genuinely held.</li>\r\n 	<li>It must be a belief and not simply an opinion or viewpoint.</li>\r\n 	<li>It must concern a weighty and substantial aspect of human life and behaviour.</li>\r\n 	<li>It must have sufficient cogency, seriousness, cohesion, and importance.</li>\r\n 	<li>It must also be worthy of respect in a democratic society, not conflict with the fundamental rights of others, and not incompatible with human dignity.</li>\r\n</ul>\r\nCase law has established that gender-critical beliefs can meet these five criteria and therefore be protected under the Equality Act. This protection may be lost if employees manifest their beliefs inappropriately and in a way that adversely impacts the rights of others. In the recent case of Orwin v East Riding of Yorkshire Council, an Employment Tribunal held that there was no philosophical belief discrimination where an employee was dismissed for using deliberately provocative pronouns in his email signature because he disagreed with gender self-identification.\r\n\r\nThe Chief Executive of East Riding of Yorkshire Council emailed all employees inviting them to consider adding pronouns to their email signature if they chose to do so, stating that she was keen to ensure all staff knew they would be supported in their choice. She also attached links to the Council’s Equality, Diversity, and Inclusion Policy and to further information on ‘Why you may choose to use pronouns.’ Mr Orwin has strong gender-critical beliefs and disagrees with gender self-identification. He objected to the new policy, arguing that including pronouns in an email signature was ‘a political gesture designed to intimidate anyone who does not embrace the contested ideology of gender identity.’ In protest at the Council’s policy, Mr Orwin therefore changed his own email footer to state ‘XYChromosomeGuy/AdultHumanMale.’ Following attempts to reach a resolution, he was dismissed for failure to comply with management instructions to remove the footer.\r\n\r\nMr Orwin brought claims of direct discrimination on grounds of philosophical belief, unfair dismissal, and wrongful dismissal. All these claims have been dismissed by the Employment Tribunal.\r\n\r\nThe Tribunal accepted that Mr Orwin’s gender-critical beliefs satisfied each of the Grainger criteria and therefore amounted to a protected belief. However, it ruled that Mr Orwin had not been dismissed because of those beliefs, but because of the unacceptable way he had manifested them. The wording of his email signature was a deliberately provocative act of protest to try to persuade the Council to change its policy and did not have a sufficiently close and direct link to his beliefs. The Tribunal also took into account the risk of reputational damage to the Council, the impact on its service users, and its attempts to engage with Mr Orwin to reach a mutually acceptable solution. It was clear in this case that Mr Orwin’s actions also amounted to gross misconduct.\r\n\r\nThis case illustrates that employees whose actions are motivated or influenced by their philosophical or religious belief may not be protected under discrimination law if they manifest their belief inappropriately. For the act to be protected, there must be a close causal link between the employee’s act and the belief. The Tribunal in this case was also critical of the way the Council had implemented its own policy, highlighting the importance of ensuring that equality, diversity, and inclusion policies are properly and consistently communicated and enforced.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65156,3305,'insight_modules_0_heading_title','Consultation launched on Code of Practice for Service Providers, Public Bodies and Associations');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65158,3305,'insight_modules_0_text_general','The Equality and Human Rights Commission (EHRC) has launched a consultation on an updated Code of Practice for Service Providers, Public Bodies and Associations. The Code explains the detailed legal requirements and practical steps in relation to discrimination, harassment, and victimisation and has been updated to reflect significant developments in legislation and case law since it was first published in 2011. It now includes, for example, recent case law on philosophical belief and indirect discrimination, as well as the EHRC’s technical guidance on age discrimination. Feedback on the new Code is being requested to help ensure that it includes all new law and associated impacts, and is sufficiently clear and user-friendly. An online survey to provide feedback will be open until 5:00 PM on 3 January 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65162,3305,'insight_modules_1_heading_title','New guidance published on providing support for disabled workers with hybrid working');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65164,3305,'insight_modules_1_text_general','The EHRC has also published new guidance on supporting disabled workers with hybrid working. This is aimed particularly at small and medium-sized employers. The guidance reminds employers that all legal obligations relating to disabled workers continue to apply when they are working from home and provides practical recommendations for all stages of the employment and recruitment process. Reasonable adjustments, such as digital support, specialist equipment, travel arrangements, or adapted office furniture, should be monitored and reviewed regularly with the employee and reconsidered whenever there is a change in circumstances. The guidance also includes examples of questions to ask employees about their health and potential adjustments, together with useful practical case studies.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65168,3305,'insight_modules_2_heading_title','Non-statutory guidance for employers on distributing tips fairly');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65170,3305,'insight_modules_2_text_general','On 27 September 2024, the government published non-statutory guidance for employers on distributing tips fairly. This coincides with the new legal requirements on tipping and service charges set out in the Employment (Allocation of Tips) Act 2023 and the statutory Code of Practice on Fair and Transparent Distribution of Tips which came into force on 1 October 2024. The non-statutory guidance is aimed at helping employers apply the statutory Code of Practice, which must be taken into account by Employment Tribunals in relevant cases. It is fairly brief and clarifies how to deal with agency workers, confirms that tips cannot be pooled across multiple sites or branches and stresses that all workers involved in directly providing a service to customers must be considered in the distribution of tips. A template tipping policy and tipping record are also provided. Tribunals can order compliance with the legal requirements as well as award compensation of up to £5,000 per worker to compensate for financial loss.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65174,3305,'insight_modules_3_heading_title','New growth and skills levy to replace current apprenticeship levy');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65180,3305,'insight_modules_4_heading_title','Public Authority Algorithmic and Automated Decision-Making Systems Bill introduced');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65182,3305,'insight_modules_4_text_general','A Private Members’ Bill introduced by Lord Clement-Jones into the House of Lords aims to regulate the use of automated and algorithmic systems in decision-making processes in the public sector (Public Authority Algorithmic and Automated Decision-Making Systems Bill). Private Members’ Bills do not usually become law, but often stimulate debate and exert influence on key issues. The Bill would require public authorities to complete an algorithmic impact assessment prior to implementing any new system. This would have to set out relative benefits and risks of the system; the steps being taken to minimise risks; an independent external scrutiny of efficacy and accuracy; and a bias assessment to ensure compliance with the Equality Act 2010 and the Human Rights Act 1998. Public authorities would also be required to complete an algorithmic transparency record providing a detailed explanation of the system, including technical specifications; how it is being used in practice to inform administrative decisions; and how human oversight will work in practice. All AI systems used by a public authority would have to be capable of scrutiny and a public register would have to be kept of decisions made. The Bill would also require the government to establish an independent dispute resolution service for challenging and providing redress for decisions made by AI systems.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65186,3305,'insight_modules_5_heading_title','Fair Reward Framework launched by The High Pay Centre');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65188,3305,'insight_modules_5_text_general','The High Pay Centre has collaborated with a number of investors to launch the Fair Reward Framework, a free online tool providing comparison data for the pay policies of FTSE 100 companies. Assessments of 65 companies have already been published, with data on the remaining companies to be available by early 2025. Annual corporate pay policies and practices are assessed using a 30-indicator framework which includes CEO pay awards, pay gaps and ratios, pay scrutiny processes such as worker consultation, the extent of trade union coverage, and the results of recent shareholder AGM votes. Key trends observed in the firms analysed to date include: 40% have disclosed their ethnicity pay gap; only 6% disclosed details of any meaningful consultation with their workforce during executive pay setting; and only 22% provided evidence of the proportion of their workforce covered by trade union membership or a collective bargaining agreement. The Fair Reward Framework anticipates expanding to a wider range of companies, including those from other markets, at a later stage.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65203,3306,'insight_modules_0_text_para','Claimants who are successful in an unfair dismissal claim will receive compensation consisting of two elements: a basic award (equivalent to a statutory redundancy payment, based on age, length of service and weekly pay); and a compensatory award for financial losses suffered as a result of dismissal up to set maximum limits. The compensatory award may be reduced if the employee caused or contributed to their dismissal by a proportion that the Tribunal considers just and equitable. In contrast, the basic award may be reduced if the Employment Tribunal considers that this is just and equitable due to the employee’s conduct before their dismissal, but there is no causation requirement.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65207,3306,'insight_modules_1_text_general','A finding of culpable or blameworthy conduct by the employee which to some extent caused or contributed to their dismissal will normally lead to a reduction in the compensatory award. However, in Notaro Homes Ltd v Keirle and others, the Employment Appeal Tribunal (EAT) has confirmed that a Tribunal is not actually required to reduce the compensatory award in these circumstances.\r\n\r\nIn this case, several employees of a nursing home provider were dismissed for making social media posts that breached the company’s social media policy. The Employment Tribunal found that this was a pretext and that the real reason for their dismissal was that they had made protected disclosures. At the remedy hearing, the Tribunal therefore decided that it was not just and equitable to reduce the basic and compensatory awards on grounds of contributory fault. Although the employees had committed blameworthy conduct by breaching Notaro’s social media policy, in reality the company had seized on that opportunity to dismiss them because they had blown the whistle.\r\n\r\nNotaro appealed on the basis that if there was a finding of contributory fault, then the Tribunal was legally obliged to reduce the compensatory award. The EAT dismissed this argument. Although contributory fault will normally lead to a reduction, the wording of the ERA does not require a Tribunal to do so where it is not just and equitable. Given the circumstances in this case, where the dismissing officer had also accepted that the employees’ conduct did not amount to gross misconduct, it had been open to the Tribunal to decide not to reduce the compensatory award.\r\n\r\nThis case highlights that Tribunals have a wide discretion as to whether to reduce an award of compensation. The employees’ conduct in this case only led to or contributed to their dismissal by providing their employer with a pretext, so it was just and equitable that their compensation should not be reduced. The contributory fault itself could not be said to have caused the dismissal. However, it will only be in rare cases that no reduction is made where there has been a finding of contributory fault.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65225,3307,'insight_modules_1_text_general','A finding of culpable or blameworthy conduct by the employee which to some extent caused or contributed to their dismissal will normally lead to a reduction in the compensatory award. However, in Notaro Homes Ltd v Keirle and others, the Employment Appeal Tribunal (EAT) has confirmed that a Tribunal is not actually required to reduce the compensatory award in these circumstances.\r\n\r\nIn this case, several employees of a nursing home provider were dismissed for making social media posts that breached the company’s social media policy. The Employment Tribunal found that this was a pretext and that the real reason for their dismissal was that they had made protected disclosures. At the remedy hearing, the Tribunal therefore decided that it was not just and equitable to reduce the basic and compensatory awards on grounds of contributory fault. Although the employees had committed blameworthy conduct by breaching Notaro’s social media policy, in reality the company had seized on that opportunity to dismiss them because they had blown the whistle.\r\n\r\nNotaro appealed on the basis that if there was a finding of contributory fault, then the Tribunal was legally obliged to reduce the compensatory award. The EAT dismissed this argument. Although contributory fault will normally lead to a reduction, the wording of the ERA does not require a Tribunal to do so where it is not just and equitable. Given the circumstances in this case, where the dismissing officer had also accepted that the employees’ conduct did not amount to gross misconduct, it had been open to the Tribunal to decide not to reduce the compensatory award.\r\n\r\nThis case highlights that Tribunals have a wide discretion as to whether to reduce an award of compensation. The employees’ conduct in this case only led to or contributed to their dismissal by providing their employer with a pretext, so it was just and equitable that their compensation should not be reduced. The contributory fault itself could not be said to have caused the dismissal. However, it will only be in rare cases that no reduction is made where there has been a finding of contributory fault.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (65245,3308,'insight_modules_0_text_general','The Government has finally followed up its February 2023 consultation response on the implementation of mandatory BNG in England with a new consultation on BNG for NSIPs (the 2025 Consultation) and a new “<em>go-live date in May 2026</em>” (quietly abandoning its long-standing November 2025 implementation date). This briefing considers the detail set out in the consultation paper, which builds on the high level approach for applying mandatory BNG to NSIPs originally outlined in the 2022 consultation (the 2022 Consultation).\r\n\r\nWith the close of the latest consultation, we set out below what we think are five key takeaways and our thoughts on the emerging picture for mandatory BNG for NSIPs.\r\n\r\n<strong>The BNG regime for NSIPs will be the same for all NSIP sectors and will follow broadly the same approach as that for TCPA applications.</strong>\r\n\r\nThe Government’s intention is to implement mandatory BNG for all onshore NSIPs in England in the same way because this “<em>will be the most consistent approach.</em>” In this regard, the 2025 Consultation sets out model text for a core biodiversity gain statement to be replicated for each NSIP sector through separate biodiversity gain statements. With the emphasis on consistency across the statements, the intention is that these will sit alongside the relevant National Policy Statement until they are next reviewed (at which point they will then be absorbed into the relevant NPS).\r\n\r\nAlthough the legal framework and mechanism for securing BNG for NSIPs is tailored to the DCO regime, in substance the Government intends to follow broadly the same approach to mandatory BNG as for TCPA applications. This includes:\r\n<ul>\r\n 	<li>The biodiversity gain objective for NSIPs being at least 10%;</li>\r\n 	<li>Use of the statutory biodiversity metric to calculate the requisite BNG;</li>\r\n 	<li>Delivery of BNG being onsite, offsite or via the purchase of statutory biodiversity credits;</li>\r\n 	<li>BNG being a minimum 30 year commitment; and</li>\r\n 	<li>Offsite BNG being registered and allocated to the project in the same way as for TCPA applications.</li>\r\n</ul>\r\nIn particular, even though the 2025 Consultation acknowledges that “<em>for NSIPs the development boundary may sometimes be much larger than the actual construction area</em>”, the Government intends for all land within the DCO Order Limits to be subject to BNG (with the exception of irreplaceable habit for which a bespoke compensation plan will be required as for TCPA applications). This will include any land for temporary use during construction, albeit the consultation does recognise some of the potential complexities around this by seeking stakeholder views on whether a bespoke policy is required for such land.\r\n\r\n<strong>The Biodiversity Gain Hierarchy will be different for NSIPs</strong>\r\n\r\nOne key departure from the mandatory BNG regime for TCPA applications is in respect to the Biodiversity Gain Hierarchy. The Government envisages that applicants for DCOs can deliver BNG onsite or offsite in the first instance, rather than onsite BNG being the priority as per the Biodiversity Gain Hierarchy in operation for TCPA applications.\r\n\r\nOn the face of it, this is potentially helpful for NSIPs since it provides them with greater flexibility for BNG delivery. However, it appears that the Government has a different aim in mind – specifically to “<em>ensure that applicants aren’t incentivised to use compulsory acquisition to further expand their scheme boundaries to try and deliver BNG entirely onsite.</em>” Which takes us neatly into the next point…\r\n\r\n<strong>Compulsory acquisition powers for BNG will only be available in exceptional circumstances</strong>\r\n\r\nNotably the 2025 Consultation states the following in respect to the use of compulsory purchase powers for BNG associated with NSIPs:\r\n\r\n“<em>Government guidance on compulsory acquisition sets out that applicants should be able to demonstrate that all reasonable alternatives to compulsory acquisition have been explored. We therefore expect that once BNG is implemented for NSIPs, the availability of off-site units and statutory biodiversity credits will mean that applicants are unlikely to use compulsory acquisition of land, whether on-site at a development or off-site elsewhere, to meet their BNG requirement unless there are exceptional circumstances.</em>”\r\n\r\nThis position is not one that the Government has expressed before. It is, however, the natural consequence of the proposed departure from the Biodiversity Gain Hierarchy applicable to TCPA applications; after all, if onsite and offsite BNG have equal priority for NSIPs and offsite BNG can be delivered by the purchase of biodiversity units (as should always be possible in a properly functioning biodiversity units market), there should no longer be the need for the compulsory acquisition of land to achieve the preferred outcome under the applicable Biodiversity Gain Hierarchy.\r\n\r\nThe consultation does not explain what exceptional circumstances the Government has in mind to justify the use of compulsory acquisition powers for BNG purposes within a DCO. Instead further guidance on BNG and compulsory purchase is promised.\r\n\r\n<strong>The statutory biodiversity metric user guide will be updated</strong>\r\n\r\nWhilst the 2025 Consultation is clear that the same statutory metric will be used for TCPA and DCO applications, it indicates that “<em>minor updates</em>” will be made to the associated user guide in order to “<em>provide additional detail on how the metric can be applied for NSIPs where different approaches are needed.</em>” An example provided in the consultation is clarifying that, where a scheme crosses multiple local planning authority boundaries, NSIPs can deliver offsite BNG in any of the relevant local authority areas without incurring a spatial risk multiplier penalty within the metric.\r\n\r\nThis suggests that, to the extent that any differences between TCPA and DCO schemes are being recognised in the BNG regime for NISPs, this may be in how the metric is applied. Plainly the updated user guide will be critical in this respect.\r\n\r\n<strong>Applicants will need to account for any Order Land already registered/allocated for offsite BNG</strong>\r\n\r\nOne important point of detail in the 2025 Consultation concerns how Order Land that is already registered or allocated for offsite BNG should be treated for the purposes of calculating the pre-development value of the land – rather than using the current biodiversity value of such land in the metric, the applicant must use the projected biodiversity value to be achieved.\r\n\r\nThis is something that DCO promoters will need to be alive to going forward, particularly where schemes overlap and as more land is registered/allocated for mandatory BNG over time via the TCPA and DCO processes. One broader question that this also raises is how any prospective onsite BNG associated with third party schemes falling within the Order Land should be accounted for. It is difficult to see why the same logic shouldn’t apply if the onsite BNG associated with such schemes could not be fully delivered because of a proposed NSIP.\r\n\r\n<strong>Joining the dots: Some thoughts on the emerging BNG picture for NSIPs</strong>\r\n\r\nTwo things are immediately striking about the Government’s proposals for BNG for NSIPs set out in the latest consultation: firstly, how little has really changed from the 2023 consultation response; and, secondly, the Government’s overriding desire to maintain consistency both with the form of mandatory BNG that has been adopted for TCPA applications and across the different NSIP sectors.\r\n\r\nAdopting a “one size fits all” approach to mandatory BNG, of course, make sense in principle but risks being too simplistic in practice, not least because NSIPs will usually be of a different nature and scale to TCPA applications.\r\n\r\nIn this regard, making all DCO Order Land subject to mandatory BNG has the potential to generate significant BNG requirements. Additionally the change to the Biodiversity Gain Hierarchy applicable to NSIPs coupled with the proposed limitation on compulsory acquisition powers for BNG delivery means that, in practice, many DCO promoters will inevitably be reliant on the biodiversity units market. Since this is the same fledging market that currently services the offsite BNG requirements of applicants in the TCPA regime, there is the risk of unintended consequences here: that once mandatory BNG for NSIPs goes live the demand for offsite BNG will outstrip supply causing resultant issues for applicants within both the TCPA and DCO regimes. This, in turn, may inadvertently push applicants in both regimes towards the Government’s least preferred option of buying statutory credits.\r\n\r\nThe only nod to the geographical scale of NSIPs in the 2025 Consultation is in fact the Government’s promise to update the statutory biodiversity metric user guide to clarify how the spatial risk multiplier penalty will work where a project crosses multiple local authority boundaries. Whilst that update will be helpful as far as it goes, the fact that the spatial hierarchy will otherwise clearly still apply to NSIPs risks exacerbating the strain on local biodiversity units markets, particularly in infrastructure “hot spots\". Query why the spatial hierarchy, which incentivises local delivery of offsite BNG, is relevant to NSIPs at all if these projects are, by definition, nationally significant? There is a case for not just relaxing the spatial hierarchy but for disapplying it to NSIPs altogether.\r\n\r\nWhether the Government has the appetite for any changes of this nature is questionable because the 2025 Consultation itself states that part of its purpose is to provide “<em>more information for developers and decision makers on what will be expected on BNG after May 2026, helping them better prepare for go-live.</em>” Even so, nothing is set in stone just yet and we will have to wait and see what the Government does next, not just in terms of consultation response but also in respect to the plethora of guidance and templates that will help shape the new regime and which is to follow.\r\n\r\n<strong>If you would like to know more about BNG or otherwise require any assistance, please do not hesitate to contact Michael Dempsey.</strong>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (66671,3356,'name_first','Maya');
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INSERT INTO `Z1EZp7_postmeta` VALUES (66675,3356,'job_title','Partner, Broadfield U.S. ');
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INSERT INTO `Z1EZp7_postmeta` VALUES (66685,3356,'highlights_list','<ul>\r\n	<li>Represents technology companies, investors, and emerging growth businesses in financings, mergers and acquisitions, and commercial transactions.</li>\r\n\r\n	<li>Significant experience in the venture capital and emerging technologies sectors.</li>\r\n\r\n	<li>Former Corporate Counsel at ConsenSys Mesh, leading legal support for its Web3 accelerator and advising portfolio companies on governance, financings, and commercial matters.</li>\r\n</ul>\r\n\r\n\r\n');
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INSERT INTO `Z1EZp7_postmeta` VALUES (66687,3356,'about_copy','Maya Uchima advises technology companies, investors, and market participants across all stages of growth, with a focus on venture financings, mergers and acquisitions, and strategic commercial transactions. She counsels clients on corporate governance, capital structure, and long-term business planning, providing practical, business-minded solutions to complex legal challenges. \r\n\r\nBefore joining Broadfield, Maya served as Corporate Counsel at ConsenSys Mesh, a venture capital fund and accelerator for Web3 companies. There, she led legal support for its accelerator program, advised portfolio companies, and worked closely with cross-functional teams in finance, marketing, and corporate development. She began her legal career at Cahill Gordon & Reindel LLP, representing financial institutions and Fortune 500 companies in multi-billion-dollar capital markets transactions.\r\n\r\nMaya earned her J.D. from Columbia Law School, where she was a Harlan Fiske Stone Scholar and received the Parker School Certificate for Achievement in International and Comparative Law. She holds a B.A. in Classics, cum laude, from Columbia College. She was an active member of her prior firm’s Women-in-Tech initiative and regularly attends Columbia Venture Community events. She has been selected as one of the attorneys in the 2026 Best Lawyers: Ones to Watch in America list for her expertise in technology law. \r\n');
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INSERT INTO `Z1EZp7_postmeta` VALUES (66689,3356,'representative_exp','<strong>Emerging Technology Transactions</strong>\r\n<ul>\r\n	<li>Managed the cryptocurrency-specific hedge and risk management contracts of the first-of-its-kind investment by Blockstream Capital Partners in Komainu, funded entirely in Bitcoin.</li>\r\n\r\n	<li>Represented a blockchain-based health platform company in its $9 million Series A round. </li>\r\n\r\n	<li>Advised on and drafted custom token incentive documents for employees and developers of Web3 gaming company. </li>\r\n\r\n	<li>Counseled an AI research and development company on innovative intercompany strategies to launch tokens and fundraise. </li>\r\n\r\n	<li>Represented a metaverse marketplace company in its asset sale to an A.I.I analytics firm. </li>\r\n</ul>\r\n\r\n<strong>Venture Capital Transactions</strong>\r\n<ul>\r\n	<li>Led Fulgur Ventures’ $210 million investment process into Blockstream Corporation.</li>\r\n\r\n	<li>Represented an SEC-registered investment firm in its Series A investment in a real estate marketplace company.</li>\r\n\r\n	<li>Represented a video streaming software company in its acquisition by a leading growth equity firm. </li>\r\n\r\n	<li>Represented a social impact investment firm in its Series A investment in a green energy diamond company. </li>\r\n</ul>\r\n\r\n<strong>Commercial Transactions</strong>\r\n<ul>\r\n	<li>Represented a geographic data analytics company in its API licensing agreements with enterprise clients. </li>\r\n\r\n	<li>Drafted bespoke Node Operator Services Agreement for Web3 gaming company. </li>\r\n\r\n	<li>Drafted Social Media Agreement for a non-profit educational organization. </li>\r\n</ul>\r\n');
