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INSERT INTO `Z1EZp7_postmeta` VALUES (62100,3193,'insight_modules_0_text_general','In recent case law, the Court has considered separation and the factors which determine when two parties are deemed to have separated. This can have wide ranging impacts to each party’s case in respect of financial claims and outcomes.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62124,3193,'insight_modules_4_text_general','Even with the dates of the relationship defined, it does not mean capital or assets outside of those dates can be entirely ringfenced. For example, the Court can and, has in recent cases, found that post-separation endeavours can have matrimonial and non-matrimonial elements. In the above case, the business was considered 35% matrimonial.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62128,3193,'insight_modules_5_heading_title','A Second Case on Separation in 2023');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62157,3196,'insight_modules_0_text_general','In recent case law, the Court has considered separation and the factors which determine when two parties are deemed to have separated. This can have wide ranging impacts to each party’s case in respect of financial claims and outcomes.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62161,3196,'insight_modules_1_heading_title','Determining the Date of Separation');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62163,3196,'insight_modules_1_text_general','In a case from 2023, the Judge was asked to determine the date of separation. The parties met in February 2007 and began to live together shortly thereafter, they married in June 2008. The husband left the family home on 16 August 2020, and moved into rented accommodation, and the wife issued a divorce petition on 27 March 2021. The parties did not live together again after 16 August 2020. The husband contended this period was a trial separation and therefore separation was the date of the divorce commencing in March 2021. The wife maintained that the date of separation was the date of the husband’s departure from the home in August 2020. There was financial motivation behind their pursuit of the key date. The wife’s financial position improved significantly after separation. As such, it was in the husband’s interest to have a later date of separation and it was in the wife’s interest to have an earlier date of separation. The wife held shares and options in a business. This business was a lot less successful and worth a lot less in August 2020 than it was in March 2021.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62167,3196,'insight_modules_2_heading_title','Court\'s Conclusion on Separation');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62169,3196,'insight_modules_2_text_general','The Judge concluded that the parties had permanently separated by late August 2020 and he did not accept the husband’s argument about a trial separation. The Court looked at the parties’ actions after August 2020. Key factors the Judge pointed to, in disagreeing with the husband, were:\r\n\r\n• The husband had transferred all of the bills into the wife’s sole name in August 2020 when he moved out;\r\n• The husband took a 12-month tenancy at his rented accommodation;\r\n• The husband initiated Children Act proceedings shortly after leaving the home.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62173,3196,'insight_modules_3_heading_title','Comparison with Cohabitation Cases');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62175,3196,'insight_modules_3_text_general','The Court’s look at the practical arrangements and actions after separation are similar, albeit in reverse, to when the Court is tasked with considering the extent of any cohabitation period prior to a marriage. Defining the length of the relationship can be crucial for one or both parties in respect of their financial claims. Relationship commencement dates, and those for separation, are entirely fact and case specific.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62181,3196,'insight_modules_4_text_general','Even with the dates of the relationship defined, it does not mean capital or assets outside of those dates can be entirely ringfenced. For example, the Court can and, has in recent cases, found that post-separation endeavours can have matrimonial and non-matrimonial elements. In the above case, the business was considered 35% matrimonial.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62185,3196,'insight_modules_5_heading_title','A Second Case on Separation in 2023');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62187,3196,'insight_modules_5_text_general','The issue of actual separation date arose in another reported case from 2023. In that instance, the husband had applied for Decree Absolute (the final divorce document) in April 2023. This was over 10 years after the Decree Nisi (the penultimate divorce document) was pronounced on 18 September 2012. The wife opposed the application and asked the court to revoke the decree nisi as she contended parties had, during the 10 years, reconciled. The parties lived apart from 2013 but cohabited for some months after this, spent holidays together, spent time in each other’s home and socialised together. The Judge again looked at the practical arrangements and actions of the parties. He refused to make the Decree Absolute and rescinded the Decree Nisi from 2012 given that there was a material change of circumstances that invalidated the basis on which the Decree Nisi was made. The financial matters are yet to be determined. The huge wealth amassed by the husband between 2012-2020, reportedly over £100 million, will more likely now be included in the Court’s assessment of the matrimonial assets for division between the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (62191,3196,'insight_modules_6_heading_title','Importance of Cohabitation and Reconciliation Periods');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63685,3247,'insight_modules_0_text_general','Parliamentary privilege is a long-standing constitutional principle that seeks to protect the functioning of Parliament. It grants MPs and peers (amongst others) the freedom to ‘speak’ openly in the course of their duties, without fear of legal consequences. As such, it plays a critical role in the separation of powers, safeguarding Parliament from interference by the judiciary or executive.\r\n\r\nThe principle has recently come under the scrutiny of the courts in an unexpected manner, as highlighted by a legal challenge to the Government’s imposition of VAT on private school fees. This article considers the interesting deliberation of the High Court.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63689,3247,'insight_modules_1_heading_title','What Is Parliamentary Privilege?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63691,3247,'insight_modules_1_text_general','Parliamentary privilege can be defined as the –\r\n\r\n<em>“Sum of certain rights enjoyed by each House collectively as a constituent part of the High Court of Parliament; and by Members of each House individually, without which they could not discharge their functions, and which exceed those possessed by other bodies or individuals. Some privileges rest solely on the law and custom of Parliament, while others have been defined by statute … The Speaker has ruled that parliamentary privilege is absolute.” (Erskine May, 24th ed., p.203)</em>\r\n\r\nA key aspect of privilege is freedom of speech, i.e. that participants in Parliamentary proceedings cannot be sued or charged with a criminal offence as a result of what they ‘say’ during these proceedings, as established by Article 9 of the Bill of Rights 1689 –\r\n\r\n<em>“… the freedom of speech and debates or proceedings in Parliament ought not to be impeached or questioned in any court or place out of Parliament.\"</em>\r\n\r\nThe aim of privilege is not to grant impunity, but, instead, to ensure that Parliament can function independently of external control.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63695,3247,'insight_modules_2_heading_title','VAT on Private School Fees and the Use of NAO Reports');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63697,3247,'insight_modules_2_text_general','The claimants in the case sought to refer to a National Audit Office (<strong>NAO</strong>) ‘value for money’ report on special educational needs as part of their evidence against the Government’s imposition of VAT on private school fees; the Speaker of the House of Commons (the <strong>Speaker</strong>) objected to its admission, claiming the report constituted parliamentary material and should therefore be inadmissible as evidence under the rules of Parliamentary privilege.\r\n\r\nAmongst other things, the Speaker asserted that the admission of the report as evidence would be contrary to the principle of freedom of speech established by the Bill of Rights 1689. Essentially, because the intended use of the material was to establish facts that were in dispute, to allow the material as evidence would be to <em>impeach</em> or <em>question</em> the proceedings of Parliament.\r\n\r\nThe application of privilege to the oral communications of Members in the House is easy to comprehend. After all, the jeer-laden, partisan debates of the Commons are what most of us think of when we think of Parliamentary proceedings. The application of privilege to the subterraneous workings of the legislature, however, is a more complicated concept to grasp.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63701,3247,'insight_modules_3_heading_title','Does the Nao Report Fall Within the Scope of ‘Proceedings in Parliament’?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63703,3247,'insight_modules_3_text_general','To be afforded the benefit of the Article 9 protection, the NAO report must have, firstly, been established as within the scope of ‘proceedings of Parliament.’ The Speaker put forward that the report did for four main reasons:\r\n<ul>\r\n 	<li>Firstly, because the NAO is headed by the Comptroller and Auditor General, whose appointment and functions are provided for by the National Audit Act 1983 and whose work is done on behalf of the House of Commons and to assist it;</li>\r\n 	<li>Secondly, because of the NAO’s relationship with the Public Accounts Committee (<strong>PAC</strong>);</li>\r\n 	<li>Thirdly, because NAO reports are subject to the Parliamentary Papers Act 1840, which confers immunity on the publisher; and</li>\r\n 	<li>Fourthly, because relevant case law supported the argument.</li>\r\n</ul>\r\nThis is, of course, not the first time the parameters of Parliamentary privilege have been tested in the courtroom.\r\n\r\nLord Pannick KC, for the Claimants, disagreed with the Speaker’s position, suggesting that NAO reports are regularly relied upon by the courts and that the facts of the matter meant the conclusions in the ostensibly supportive case law were not applicable to the scenario.\r\n\r\nThe court sided with the Speaker, concluding that the NAO report did indeed fall within the scope of proceedings of Parliament.\r\n\r\nThe relationship between the NAO and the PAC was central to the court’s reasoning.\r\n\r\nThe PAC plays a pivotal role in scrutinising government spending and, as such, performs an essential Parliamentary function. To do so, the PAC relies on expert assistance from the NAO and, more specifically, its ‘value for money’ reports. Given that these reports are often critical of individual Ministers or departmental conduct, the court felt that the usefulness of the NAO’s reporting would be substantially undermined if the authors of the reports feared legal liability.\r\n\r\nAlthough, in this instance, the claimants were not seeking to impose any legal liability on the authors of the NAO report, to conclude that the report did not fall within the scope of ‘proceedings of Parliament’ would be to do away with the Article 9 protection entirely and set a dubious precedent.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63707,3247,'insight_modules_4_heading_title','Would Reliance on the Nao Report as Evidence ‘Impeach’ or ‘Question’ the Proceedings of Parliament?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63709,3247,'insight_modules_4_text_general','As it was held that the report did indeed fall within the remit of Parliamentary proceedings, it was then to determine whether its admittance as evidence would be to ‘<em>impeach</em>’ or ‘<em>question</em>’ the proceedings of Parliament and therefore be inadmissible as evidence under the rules of Parliamentary privilege.\r\n\r\nThe court found this a more complex problem to grapple with. Whilst noting that it was plain to see why attaching the risk of civil or criminal liability to a NAO report could potentially undermine the candour of an author, the court considered it less immediately obvious that a factual disagreement with the contents of a report would have the same effect. In particular, with respect to bodies like the NAO, the court considered that ‘professionals’ working for such bodies would likely be familiar with reasoned disagreement with their professionally held opinions and should therefore not be dissuaded from speaking their mind in fear of being later disagreed with. The court struggled to see why reasoned disagreement with factual evidence should be construed as interfering with the functioning of Parliament.\r\n\r\nIn spite of this somewhat rebellious opinion, the court decided that authoritative precedent had already – quite clearly – determined the opposite, i.e. that ‘<em>challenging the “veracity” of proceedings in Parliament included any challenge to the “accuracy” of things said as part of such proceedings.</em>’ The NAO report could therefore not be admitted as evidence to establish contested facts as to do so would be to invite the other party or the court to <em>question</em> or <em>impeach</em> the accuracy of something ‘said’ in Parliament.\r\n\r\nThe court did note, however, that Parliamentary proceedings – such as NAO reports – will often provide a helpful resource in judicial proceedings, but only to the extent that the facts are agreed between the parties.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63713,3247,'insight_modules_5_heading_title','Final Thoughts');
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INSERT INTO `Z1EZp7_postmeta` VALUES (63715,3247,'insight_modules_5_text_general','Although the court readily affirmed the NAO report as an important aspect of Parliamentary proceedings, the judgment appears more hesitant when it comes to endorsing the prevailing jurisprudence concerning factual disputes with the report’s contents.\r\n\r\nThe judgment, although noted as a ‘win’ for parliamentarians for now, is somewhat timid in its conclusions. But for the existing binding precedent, it appears that the court may have taken a narrower interpretation of the Article 9 protections. Rather invitingly, in this regard, the judgment considered that ‘<em>it is too late for a change of course other than by the Supreme Court.\'</em>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64065,3261,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64077,3261,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\" target=\"_blank\" rel=\"noopener\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\n<strong>Some of the key measures set for phased implementation include:</strong>\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\" target=\"_blank\" rel=\"noopener\"><em><strong>here</strong></em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\" target=\"_blank\" rel=\"noopener\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\" target=\"_blank\" rel=\"noopener\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64083,3261,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\n<strong>Practical steps that employers could consider include:</strong>\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force.</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64104,3263,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64108,3263,'insight_modules_1_heading_title','The Employment Tribunal Backlog in 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64110,3263,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64114,3263,'insight_modules_2_heading_title','The Employment Rights Bill and Roadmap – A Phased Rollout of Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64116,3263,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\nSome of the key measures set for phased implementation include:\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\"><em>here</em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64122,3263,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\nPractical steps that employers could consider include:\r\n<ul>\r\n 	<li><u>Providing targeted training, communications and updates to staff</u> and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li><u>Enhancing data retention policies and procedures</u> to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li><u>Reviewing claims management practices</u> to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li><u>Reviewing employment contracts and policies</u> to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force .</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64138,3264,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64142,3264,'insight_modules_1_heading_title','The Employment Tribunal Backlog in 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64144,3264,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64150,3264,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\nSome of the key measures set for phased implementation include:\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\"><em>here</em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64154,3264,'insight_modules_3_heading_title','Managing the Impact – Practical Steps for Employers');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64156,3264,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\nPractical steps that employers could consider include:\r\n\r\nPractical steps that employers could consider include:\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force .</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64172,3265,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64176,3265,'insight_modules_1_heading_title','The Employment Tribunal Backlog in 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64178,3265,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64182,3265,'insight_modules_2_heading_title','The Employment Rights Bill and Roadmap – A Phased Rollout of Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64184,3265,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\nSome of the key measures set for phased implementation include:\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\"><em>here</em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64190,3265,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\n<strong>Practical steps that employers could consider include:</strong>\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force .</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64206,3266,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64212,3266,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64218,3266,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\nSome of the key measures set for phased implementation include:\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\" target=\"_blank\" rel=\"noopener\"><em><strong>here</strong></em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64222,3266,'insight_modules_3_heading_title','Managing the Impact – Practical Steps for Employers');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64224,3266,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\n<strong>Practical steps that employers could consider include:</strong>\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force .</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64240,3267,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64244,3267,'insight_modules_1_heading_title','The Employment Tribunal Backlog in 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64246,3267,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64250,3267,'insight_modules_2_heading_title','The Employment Rights Bill and Roadmap – A Phased Rollout of Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64252,3267,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\" target=\"_blank\" rel=\"noopener\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\n<strong>Some of the key measures set for phased implementation include:</strong>\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\" target=\"_blank\" rel=\"noopener\"><em><strong>here</strong></em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\" target=\"_blank\" rel=\"noopener\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\" target=\"_blank\" rel=\"noopener\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64258,3267,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\n<strong>Practical steps that employers could consider include:</strong>\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force .</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64274,3269,'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 (64278,3269,'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 (64294,3270,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64298,3270,'insight_modules_1_heading_title','The Employment Tribunal Backlog in 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64300,3270,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64304,3270,'insight_modules_2_heading_title','The Employment Rights Bill and Roadmap – A Phased Rollout of Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64306,3270,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\" target=\"_blank\" rel=\"noopener\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\n<strong>Some of the key measures set for phased implementation include:</strong>\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\" target=\"_blank\" rel=\"noopener\"><em><strong>here</strong></em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\" target=\"_blank\" rel=\"noopener\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\" target=\"_blank\" rel=\"noopener\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64310,3270,'insight_modules_3_heading_title','Managing the Impact – Practical Steps for Employers');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64312,3270,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\n<strong>Practical steps that employers could consider include:</strong>\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force.</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64328,3271,'insight_modules_0_heading_title','UK Employment Rights Bill: Progress and Future Consultations');
INSERT INTO `Z1EZp7_postmeta` VALUES (64329,3271,'_insight_modules_0_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64330,3271,'insight_modules_0_text_general','<p data-pm-slice=\"1 1 []\">The Employment Rights Bill has entered its report stage in the House of Lords, with four scheduled sittings in July. During this stage, the Bill will continue to be scrutinised by the Lords, and further amendments may be proposed and approved. The House of Commons is due to begin its summer recess on 22 July, returning on 1 September. It is therefore unlikely that the Bill will be finalised before the autumn. In the meantime, the government has published a roadmap for implementation, including the timing of further consultations and anticipated commencement dates for a phased introduction of the provisions in the Bill. The roadmap highlights that many areas will require secondary legislation, as well as new or revised guidance and statutory codes of practice. In summer/autumn 2025, consultations are expected on day one unfair dismissal protection, the statutory probation period, some trade union measures, zero-hour contracts, and new rights for pregnant workers. In winter/early 2026, the government plans to consult further on trade union measures, tightening tipping law, collective redundancy and flexible working. The roadmap also sets out the government’s “initial view” on commencement dates. Most of the Trade Union Act 2016 will be repealed at Royal Assent or soon after. Other measures will take effect in April 2026 (including changes to Statutory Sick Pay, simplifying trade union recognition, and day one paternity leave rights) and October 2026 (including changes to requirements on preventing sexual harassment, third-party harassment, tribunal time limits, and the two-tier procurement code). Measures not due to take effect until 2027 include gender pay gap and menopause action plans, changes to the collective redundancy consultation threshold, applying zero-hour contracts to agency workers and the day-one right to unfair dismissal.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64334,3271,'insight_modules_1_heading_title','Victims and Prisoners Act 2024: Impact on NDA\'s and Confidentiality Agreements');
INSERT INTO `Z1EZp7_postmeta` VALUES (64335,3271,'_insight_modules_1_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64336,3271,'insight_modules_1_text_general','<p data-pm-slice=\"0 0 []\">With effect from 1 October 2025, the Victims and Prisoners Act 2024 will void any provisions in non-disclosure agreements (NDAs), settlement agreements and confidentiality agreements which purport to prevent a victim of crime, or someone who reasonably believes they are a victim, from making disclosures about criminal acts to certain categories of people. Current law already prohibits provisions that prevent whistleblowing disclosures or reporting a crime to police. The new law widens this prohibition to include close family members and victim support services. Disclosures will also be permitted to police and other bodies with powers to investigate criminal conduct (including the FCA and the Information Commissioner’s Office), lawyers, regulated professionals (including healthcare workers, social workers and teachers) and certain regulators. Draft regulations have been put before Parliament to add the Criminal Injuries Compensation Board to these categories. Employers should note the wide definition of a victim, which includes an employee who has suffered harm as a result of having seen, heard of or otherwise directly experienced the effects of criminal conduct. There is no requirement for a conviction or a formal investigation to have taken place, or for the crime to have been reported. These changes highlight the need for caution when using NDAs and confidentiality clauses. Employers should also check that any template agreements expressly carve out all permitted disclosures.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64340,3271,'insight_modules_2_heading_title','Modern Industrial Strategy: Key Sectors, Workforce Skills, and Regulatory Changes');
INSERT INTO `Z1EZp7_postmeta` VALUES (64341,3271,'_insight_modules_2_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64342,3271,'insight_modules_2_text_general','<p data-pm-slice=\"0 0 []\">On 23 June 2025, the government published its Modern Industrial Strategy, a wide-ranging ten-year plan aimed at increasing business investment, particularly in high-growth areas. The strategy includes policy and analysis papers as well as separate plans for eight key sectors (the IS-8): advanced manufacturing, defence, creative industries, clean energy, digital and technologies, life sciences, financial services, and professional and business services. Central to the government’s approach will be investment to create a workforce with the necessary AI, digital, management and data skills. Proposals include increased funding for training courses, strengthened partnerships between employers and educational institutions, and the introduction of a Lifelong Learning Entitlement in January 2027. A new Global Talent Taskforce will be established, reporting to the Prime Minister’s Office and the Treasury. The strategy also sets out a regulation action plan to reduce regulatory barriers and facilitate innovation. This will include assessing the effectiveness of regulators, targeting regulatory changes to support the IS-8 and simplifying corporate reporting requirements.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64346,3271,'insight_modules_3_heading_title','End of Life Bill Amended to Protect Workers\' Rights: Detriment and Dismissal Prohibited');
INSERT INTO `Z1EZp7_postmeta` VALUES (64347,3271,'_insight_modules_3_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64348,3271,'insight_modules_3_text_general','<p data-pm-slice=\"1 1 []\">Provisions have been added to the Terminally Ill Adults (End of Life) Bill 2024, which would amend the Employment Rights Act 1996 (ERA) to prohibit detriment and dismissal in connection with the Bill. Individuals would have the right not to participate in assisting a person to end their own life. A new Schedule 3 would amend the ERA to provide protection against any detrimental treatment where a worker has exercised that right. The amendment aims to ensure that workers are protected where they do not wish to participate on the basis of their religion or belief, or for any other reason. In the Government’s view, this ensures compatibility with the right to respect for private and family life under Article 9 of the European Convention on Human Rights. It would also be automatically unfair to dismiss an employee or select them for redundancy on grounds that they have exercised or propose to exercise their rights under the Bill. Although the Bill had its first reading in the House of Lords on 23 June 2025, dates for further stages and implementation have yet to be confirmed.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64350,3271,'insight_modules_4_add_heading','1');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64352,3271,'insight_modules_4_heading_title','Equality Act: New Workplace Rules');
INSERT INTO `Z1EZp7_postmeta` VALUES (64353,3271,'_insight_modules_4_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64354,3271,'insight_modules_4_text_general','<p data-pm-slice=\"0 0 []\">On 25 April 2025, the Equality and Human Rights Commission (EHRC) published an interim update dealing with the practical consequences of For Women Scotland v Scottish Ministers, where the Supreme Court ruled that references to a person’s sex in the Equality Act 2010 refers solely to biological sex. The EHRC has now amended the interim update to clarify that requirements to provide men and women with separate facilities in workplaces are contained in the Workplace (Health, Safety and Welfare) Regulations 1992. It has also removed the statement that “toilets, washing or changing facilities in lockable rooms (not cubicles) which are intended to be used by one person at a time can be used by either women or men”. There is no further guidance on employers’ obligations or confirmation as to whether “men” and “women” in these regulations should be interpreted in line with the Supreme Court’s ruling. The EHRC’s consultation on updates to the Code of Practice for Services, Public Functions and Associations to incorporate the Supreme Court’s judgement closed on 30 June.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64358,3271,'insight_modules_5_heading_title','Farmor\'s School Loses Final Appeal: Discrimination Ruling Stands in Higgs Case');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64360,3271,'insight_modules_5_text_general','<p data-pm-slice=\"0 0 []\">The Supreme Court has refused Farmor’s School’s application for permission to appeal against the Court of Appeal’s decision in Higgs v Farmor’s School, which was published in February 2025. Mrs Higgs was dismissed for gross misconduct after she posted comments on social media which the school considered to be transphobic and homophobic. She argued that her dismissal was based on her religious beliefs and her belief that biological sex cannot be changed. The Court of Appeal upheld Mrs Higgs’ appeal from the Employment Appeal Tribunal, ruling that her dismissal amounted to discrimination on grounds of her protected beliefs and that the school’s actions were not proportionate. Since the Supreme Court has refused leave to appeal, this ruling will stand.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64364,3271,'insight_modules_6_heading_title','Employment Tribunals Go Digital');
INSERT INTO `Z1EZp7_postmeta` VALUES (64365,3271,'_insight_modules_6_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64366,3271,'insight_modules_6_text_general','<p data-pm-slice=\"0 0 []\">HM Courts and Tribunals Service has published minutes of a joint meeting of national user groups of the Employment Tribunals which was held to discuss the progress of new digital working practices. The presidents of the tribunals confirmed that all tribunal offices across Great Britain are now using a unified digital system. The meeting also confirmed that digital recording equipment has been installed in all tribunals, enabling hearings to be recorded where required by a practice direction or presidential guidance. Although the main reforms have been completed, work on improvements to digital processes will continue. This will include amending ET1 and ET3 forms to allow questions on panel composition; functionality for employer contract claims and group claims; and preparations for the implementation of the Employment Rights Bill.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64370,3271,'insight_modules_7_heading_title','New AI Code of Practice to Focus on Transparency and Fairness');
INSERT INTO `Z1EZp7_postmeta` VALUES (64371,3271,'_insight_modules_7_heading_title','field_67449020c373c');
INSERT INTO `Z1EZp7_postmeta` VALUES (64372,3271,'insight_modules_7_text_general','<p data-pm-slice=\"0 0 []\">The Information Commissioner’s Office (ICO) has launched an AI and Biometrics Strategy to help ensure that organisations have sufficient safeguards and standards when developing and implementing AI technologies. Key priorities will include the introduction of a statutory code of practice on AI and automated decision-making; working with developers to ensure personal data is used responsibly and lawfully when training generative AI models; and ensuring proper governance of automated decision-making systems, focusing particularly on recruitment and public services. The ICO plans to scrutinise how major employers and recruitment platforms use automated decision-making and their transparency, discrimination and redress procedures. Any organisations supplying or deploying facial recognition technology are likely to be subject to even more detailed scrutiny, although the ICO has indicated that its main focus will be the policing sector. Further consultations on updates to the ICO’s automated decision-making and profiling guidance, and the proposed statutory code, are expected to be published over the next year.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64388,3272,'insight_modules_0_text_general','The employment tribunals are currently reporting significant delays, with many claims taking increasing amounts of time to be heard. The upcoming changes in the Employment Rights Bill, which will bring about wide-reaching changes and reform to the landscape of employment law, including a planned extension of tribunal time limits, is likely to add further pressure on the system. For employers, this will bring about more uncertainty and a greater need to plan ahead.\r\n\r\nThis article will cover the current status of the employment tribunal backlog, the impact of upcoming changes to legislation and some key considerations for employers and HR professionals to remain prepared.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64392,3272,'insight_modules_1_heading_title','The Employment Tribunal Backlog in 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64394,3272,'insight_modules_1_text_general','In the most recent quarterly update <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025/tribunal-statistics-quarterly-january-to-march-2025#fn:2\">published</a> by His Majesty’s Courts &amp; Tribunals Service (Q4 2024/25, January to March 2025), figures show a significant increase in the ongoing backlog of employment tribunal claims. There were 37,000 claims received by the employment tribunals in Q4 2024/25, with 11,000 being claims with a single claimant and 26,000 being claims with multiple claimants. Whilst the employment tribunals disposed of 15,000 claims, at the end of Q4 2024/25 the number of open claims reached 491,000, up from the 467,000 open claims previously <a href=\"https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-october-to-december-2024/tribunal-statistics-quarterly-october-to-december-2024#:~:text=Employment%20Tribunal%20lead%20multiple%20cases,at%20the%20end%20of%20December.\">reported</a> in Q3 2024/25.\r\n\r\nThe currently reported annual figures for 2024/25 show that receipts of new claims have consistently outpaced the number of claims being resolved, with the open caseload increasing year-on-year by 32% for single claims and by 9% for multiple claims. Although disposals of single claims did increase by 6%, the number of disposals of multiple claims fell sharply by 49%.\r\n\r\nThese numbers underline the scale of the backlog and it is anticipated that this trend will continue. The employment tribunals are likely to remain under continued strain, and with the potential impact of upcoming changes to legislation, this may serve to exacerbate the current backlog by increasing the number of claims being made, as the changes come into force.\r\n\r\nFor employers, this represents an increasing challenge in managing workplace disputes and claims, with the backlog meaning that ongoing employment tribunal claims could remain open for extended periods of time. It will therefore be crucial for employers to implement and maintain effective strategies to manage disputes and claims over a longer period of time particularly with the upcoming changes providing more scope and time for claimants to bring claims.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64398,3272,'insight_modules_2_heading_title','The Employment Rights Bill and Roadmap – A Phased Rollout of Changes');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64400,3272,'insight_modules_2_text_general','One of the Government’s key manifesto pledges included a promise to introduce new legislation to improve the rights of working people, which has since taken shape as the Employment Rights Bill (“ERB”). The ERB is currently due to receive its third reading in the House of Lords, scheduled to take place on 3 September 2025 with Royal Assent currently expected this autumn.\r\n\r\nOn 1 July 2025, the Government <a href=\"https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf\" target=\"_blank\" rel=\"noopener\">published</a> its “Employment Rights Bill Implementation Roadmap”, setting out the current position on the numerous reforms planned in the ERB and the current timescales for when these changes will come into force. Whilst the ERB is continuing to progress, a number of its most significant measures will be introduced in stages, throughout 2026 and 2027, meaning the impact of the changes on employers will be spread out across a longer period of time.\r\n\r\n<strong>Some of the key measures set for phased implementation include:</strong>\r\n\r\n<strong>From April 2026</strong>\r\n<ul>\r\n 	<li>A day one right to paternity leave and unpaid parental leave</li>\r\n 	<li>Doubling the maximum period of the collective redundancy protective award (from 90 days to 180 days’ pay per employee)</li>\r\n 	<li>Whistleblowing protections</li>\r\n 	<li>Changes to statutory sick pay limits and waiting periods</li>\r\n 	<li>Establishing the “Fair Work Agency”</li>\r\n</ul>\r\n<strong>From October 2026</strong>\r\n<ul>\r\n 	<li>Extension of employment tribunal claim time limits from three months to six months</li>\r\n 	<li>Restrictions on “fire and rehire” practices</li>\r\n 	<li>Requirements for employers not to permit the harassment of their employees by third parties and to take all reasonable steps to prevent sexual harassment of their employees</li>\r\n</ul>\r\n<strong>From 2027</strong>\r\n<ul>\r\n 	<li>A day one right to protection from unfair dismissal</li>\r\n 	<li>Additional rights for pregnant workers</li>\r\n 	<li>Changes to the collective redundancy consultation threshold</li>\r\n 	<li>Changes to flexible working and bereavement leave</li>\r\n 	<li>Restrictions on zero-hours contracts</li>\r\n</ul>\r\n<em>[For further insight on the key changes, see our recent coverage of the ERB and what you need to know </em><a href=\"https://pulsecreative-clients.com/staging/broadfield-law/thought-leadership/the-employment-rights-bill-what-you-need-to-know/\" target=\"_blank\" rel=\"noopener\"><em><strong>here</strong></em></a><em>]</em>\r\n\r\nThe Government has opted for this phased approach with the aim of allaying concerns, softening the impact on businesses and to allow additional time to prepare for the changes arriving with the ERB. However, it is also clear that these changes, including the longer employment tribunal time limits, stricter rules on zero-hours contracts and in particular, the expanded day one right to protection from unfair dismissal, will add further pressure on the employment tribunals and on employers in the short- to medium-term and beyond.\r\n\r\nIn its “Economic Analysis” of the ERB <a href=\"https://assets.publishing.service.gov.uk/media/6842fa6e4d039a010411f076/employment-rights-bill-economic-analysis.pdf\" target=\"_blank\" rel=\"noopener\">published</a> in October 2024, the Government identified that the changes would result in “increased funding pressures on the Employment Tribunal system.” In addition, impact assessments <a href=\"https://www.gov.uk/guidance/employment-rights-bill-impact-assessments#employment-rights-bill-economic-analysis-and-summary-impact-assessment\" target=\"_blank\" rel=\"noopener\">published</a> by the Department for Business and Trade on the day one right to protection from unfair dismissal and the extension of tribunal time limits on 21 October 2024 and 4 March 2025 respectively, found that whilst access to justice and time allowed for negotiation between employees and employers would improve, the overall impact to businesses would be “expected to be negative and driven by costs associated with additional early conciliation and tribunal cases.” Employers should therefore look to take action to prepare now, to navigate the reforms and understand the individual impact, costs and risks to business operations and the workforce.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64404,3272,'insight_modules_3_heading_title','Managing the Impact – Practical Steps for Employers');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64406,3272,'insight_modules_3_text_general','It is clear that the combination of ongoing employment tribunal delays and the upcoming ERB will bring about significant changes to the way employers approach and manage claims. Extended time limits may result in claims remaining unresolved for longer periods of time, whilst enhanced rights and changes in the ERB may lead to an increase in the number and complexity of claims.\r\n\r\nEmployers will need to be adaptable and take proactive steps to minimise risk and to stay updated and compliant with the upcoming changes.\r\n\r\n<strong>Practical steps that employers could consider include:</strong>\r\n<ul>\r\n 	<li>Providing targeted training, communications and updates to staff and in particular managers and key decision makers, on the new rights and obligations in the ERB.</li>\r\n 	<li>Enhancing data retention policies and procedures to ensure evidence relating to disputes and claims is retained and readily accessible over extended timeframes.</li>\r\n 	<li>Reviewing claims management practices to allow for adequate planning and arranging of witness statements early in the process of any new claim, as ongoing delays could mean the gap between the relevant issues and the date of the hearings may be increased over extended periods of time.</li>\r\n 	<li>Reviewing employment contracts and policies to ensure that contracts, staff handbooks and other key workplace policies are compliant with the upcoming changes to legislation as they come into force.</li>\r\n</ul>\r\nProactive planning, action and taking timely legal advice where appropriate, will allow employers to adapt and reduce disruption and risk, as the employment law landscape continues to evolve in the coming months and years.\r\n\r\nBroadfield is uniquely positioned to assist with these practical steps, including providing bespoke training, reviewing and updating policies and contracts and providing in-depth support at all stages of disputes and employment tribunal claims, in addition to other informed advice. We are ready to help employers prepare and respond effectively to these developments.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64420,3273,'insight_modules_0_text_para','Under the Equality Act 2010, a person is considered to be disabled if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. “Substantial” means more than minor or trivial, and “long term” usually requires that the effect has lasted or is likely to last at least 12 months. In the recent case of Stedman v Haven Leisure Ltd, the Employment Appeal Tribunal (EAT) has provided guidance on applying this definition to a neurodivergent claimant.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (64424,3273,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Mr Stedman had a diagnosis of Autism Spectrum Disorder (ASD) and Attention Deficit Hyperactivity Disorder (ADHD). He brought claims of disability discrimination against Haven Leisure after being unsuccessful in a job application. A preliminary hearing was held to decide whether he met the definition of a disability in the Equality Act.</p>\r\nThe Employment Tribunal accepted that Mr Stedman had a mental impairment but concluded that he did not satisfy the definition because his impairment did not have a substantial adverse effect on his ability to carry out normal day-to-day activities.\r\n\r\nMr Stedman’s appeal against this decision was upheld by the EAT, which highlighted flaws in the Tribunal’s reasoning. When evaluating adverse effects, the Tribunal had considered Mr Stedman’s abilities as a whole by weighing his strengths in areas such as academic success against activities where he struggled, such as social relationships or using crowded public transport. This was the wrong legal test: tribunals must assess each activity individually, not balance areas of difficulty against areas of strength. If a claimant’s condition has an adverse effect that is more than minor or trivial on even one normal day-to-day activity, this is sufficient to meet the statutory definition of a disability. Mr Stedman also had a clinical diagnosis of ADHD and ASD, which should have been taken into account as evidence of the impact of his impairments. The EAT emphasised that the correct comparison is between a claimant’s abilities with the impairment and how they would hypothetically be without it.\r\n\r\nThis case was remitted to a different tribunal for reconsideration of whether Mr Stedman was disabled by applying the principles set out by the EAT.\r\n\r\nThe EAT’s judgement illustrates the complexities involved in assessing whether a neurodivergent individual falls within the statutory definition of a disability. In practice, it is usually advisable to implement reasonable adjustments requested by an employee or job applicant, rather than disputing whether they are disabled. Identifying adjustments to alleviate any potential disadvantage should be an integral part of recruitment as well as other HR procedures, including performance and disciplinary proceedings.');
