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INSERT INTO `Z1EZp7_postmeta` VALUES (32317,2043,'insight_modules_10_text_general','The White Paper outlines a renewed emphasis on enforcement, including:\r\n<ul>\r\n 	<li>increased powers to refuse entry at the border where visa conditions have been breached;</li>\r\n 	<li>wider use of digital e-Visas to track compliance and reduce illegal working;</li>\r\n 	<li>and further legislative changes intended to streamline the removals process.</li>\r\n</ul>\r\nThese developments will support a broader policy of system enforcement and sponsor accountability.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (32323,2043,'insight_modules_11_text_general','The Government’s proposals represent a comprehensive reworking of the UK’s immigration framework, with significant legal and operational implications. The overall direction is clear: tighter eligibility criteria, increased compliance obligations, and a renewed emphasis on domestic workforce development.\r\n\r\nEmployers, education providers, and individuals currently in the UK or planning to apply should assess how these changes may affect them, particularly in relation to settlement timelines, sponsorship eligibility, and longer-term immigration planning.\r\n\r\nFor further advice or to discuss how these reforms may impact your organisation or immigration strategy, please contact our team.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (32938,2068,'insight_modules_2_text_general','Angela Donnelly, a Director at Exbos said:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33038,2074,'insight_modules_0_text_general','<strong>This article was also featured in <a href=\"https://www.paminsight.com/epc/article/broadfield-makes-residential-property-partner-promotion?token=641a5fe7-7ba8-4a15-ba4b-6dfab6bef264\" target=\"_blank\" rel=\"noopener\">ePrivateClient</a>, <a href=\"https://alwaysfinance.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Always Finance</a>, <a href=\"https://builder-master.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Builder Master</a>, <a href=\"https://businessinthesouthwest.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Business News South West</a>, <a href=\"https://dailybusinessnow.com/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Daily Business Now,</a> <a href=\"https://propertynewsdesk.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Property Newsdesk</a>, <a href=\"https://southeastonline.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">South East Online</a> and <a href=\"https://southwest-news.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">South West News</a>.</strong>\r\n\r\nBroadfield has today announced the promotion of Katie Lewis to Partner.\r\n\r\nKatie leads the firm’s residential property team in Southampton with a practice across the South East and South West. Her expertise extends to all types of residential property transactions, including high value sales and purchases, rural property and leasehold enfranchisement.\r\n\r\nBroadfield has a strong residential property team spread across its offices in London, Cambridge, Reading and Southampton, which acts on a wide range of property transactions for all types of clients, from first-time buyers to ultra-high net-worth individuals located around the world.\r\n\r\nCommenting on her promotion Katie said:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33074,2073,'insight_modules_1_text_general','The US non-profit sector has been subjected to intense scrutiny under the current administration. Perhaps the most significant development has been the drastic reduction in funding for international aid through the US Agency for International Development (USAID). Once the world’s leading provider of humanitarian aid, USAID has seen its funding slashed to less than 20% of what it was prior to the current presidency. This has crippled the operational capacity of some US non-profits working globally, especially where existing programs are being moved under the direct control of the State Department, better to align foreign aid with an “America First” agenda.\r\n\r\nIn parallel, American universities, have also come under political fire. Institutions that focus on research related to social justice, climate change, and international development have been accused of political bias, with some facing threats or actual withholding of federal funding. Billions of dollars in grants and contracts have been frozen or redirected, undermining the ability of higher education institutions to support external research initiatives, including those led by non-profit collaborators. The chilling effect on academic freedom has extended to non-profit beneficiaries, many of whom had previously relied on these partnerships for consistent funding and shared expertise.\r\n\r\nBeyond funding cuts, non-profits with a focus on environmental sustainability, climate policy, and equity, diversity, and inclusion (EDI) have been adversely impacted. These organisations are increasingly viewed with suspicion by federal authorities and have found themselves targeted not only through defunding but also through burdensome regulatory proposals. Suggestions to amend tax exemptions, introduce complex reporting requirements, or conduct political investigations into non-profit activities have left many feeling as though they are operating under siege.\r\n\r\nThis environment of political and regulatory uncertainty renders mid to long-term planning a huge challenge and has become a significant distraction from advancing the mission. The priority for some US-based non-profits has therefore shifted from growth and expansion to survival. In light of these challenges, some non-profits are now looking across the pond to a more benign and supportive jurisdiction to host their operations.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33437,2086,'insight_modules_3_text_general','The UK offers a mature and well-regulated non-profit sector, favourable tax treatment, and a legal environment conducive to international work. With strong cultural ties and operational compatibility with the US, the UK provides US non-profits with a credible option to safeguard programmatic activity during this period of political uncertainty, financial volatility, and regulatory unpredictability.\r\n\r\nFor more information about how your non-profit can benefit from a UK presence, please <a href=\"https://pulsecreative-clients.com/staging/broadfield-law/#contact\" target=\"_blank\" rel=\"noopener\">contact the Broadfield UK non-profit team</a>. We are here to help you navigate the transition and take advantage of all the UK has to offer.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33451,2087,'insight_modules_0_text_para','On 3 March 2025, the Government published a White Paper proposing that commonhold becomes the standard form of ownership for residential flats and mixed-use properties. New leasehold properties will eventually be banned and replaced by commonhold as the default tenure.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33455,2087,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Commonhold is form of freehold land ownership in England and Wales, established by the Commonhold and Leasehold Reform Act 2002.  Interestingly, fewer than 20 commonhold developments have been registered since its creation in 2002.</p>\r\nLeasehold flats have been criticized over the years as they are a depreciating asset, with some landlords charging unregulated ground rents, and wielding a disproportionate threat of forfeiture of the lease.\r\n\r\nCommonhold is proposed as a fairer ownership system. Changes to the current commonhold system have been suggested to deal with some of the problems which have left it unpopular and unused.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33459,2087,'insight_modules_2_heading_title','How does commonhold currently work?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33461,2087,'insight_modules_2_text_general','Commonhold combines freehold ownership of a single property within a larger development and membership of a limited company that will own and manage the common parts of the development..\r\n<ul class=\"custom-disc\">\r\n 	<li>Each residential flat in a commonhold building is referred to as a <strong>unit</strong> and the owner of a unit will hold the freehold. In a mixed-use development, each commercial premises will also be a unit.</li>\r\n 	<li>The freehold of the common parts is owned by the <strong>commonhold association</strong>, which is a company limited by guarantee. The common parts will include all shared areas including the structure of the building, hallways, staircases, lifts and gardens.</li>\r\n 	<li>All unit holders will be a member of the commonhold association which will own a share in the freehold of the common parts. This differs from current leasehold ownership where some tenants own the freehold through a company, but not all leaseholders are a member of the company that buys the freehold.</li>\r\n 	<li>The <strong>commonhold community statement</strong> sets out the standard rules governing the use and management of each unit, the rights and obligations of the commonhold association and each unit holder. The commonhold community statement should be in a prescribed form, so the same rules apply to every unit in every commonhold development.</li>\r\n 	<li>The rights and obligations of unit holders and the commonhold association are <strong>mutually enforceable</strong>, which means a unit holder can enforce the obligations contained in the commonhold community statement on another unit holder directly. This is one of the key advantages of commonhold, as opposed to a typical leasehold structure, where enforcement action against another tenant would usually need to be taken by the landlord.</li>\r\n 	<li>Each unit holder contributes to the costs incurred by the commonhold association for the management and maintenance of the building. This commonhold assessment is similar to the service charge in a leasehold structure.</li>\r\n</ul>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33465,2087,'insight_modules_3_heading_title','Commonhold White Paper: what has been proposed?');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33467,2087,'insight_modules_3_text_general','Announcing the White Paper in March 2025, Matthew Pennycook, housing and planning minister, said:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33473,2087,'insight_modules_4_quote_text','\'By taking decisive steps to reinvigorate commonhold and make it the default tenure, we will ensure that it is homeowners, not third-party landlords, who will own the buildings they live in and have a greater say in how their home is managed and the bills they pay.\'');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33481,2087,'insight_modules_5_text_general','<em> </em>Key aspects of the proposed reformed commonhold in the White Paper include:\r\n<ul class=\"custom-disc\">\r\n 	<li>Commonhold will apply to all types of developments, including mixed-use schemes. There will be flexibility for developers in constructing and selling commonhold schemes, as commonhold is thought to be well suited to new build developments.</li>\r\n 	<li>It will be cheaper, quicker and simpler for existing leaseholders to convert to commonhold.</li>\r\n 	<li>The commonhold unit owners will have more control over the operation of the commonhold. For example, agreeing an annual budget and having greater assurance that there will be funds for future repairs and emergency works in a reserve fund.</li>\r\n 	<li>The threshold for changing local rules will be raised to 75% and the concept of minority protection will be extended to decisions about setting local rules.</li>\r\n 	<li>There will be powers to replace directors of the commonhold association who do not comply with the rules of the commonhold.</li>\r\n 	<li>Commonhold associations will be permitted to obtain a loan secured either against the common parts or against future commonhold contributions. There will be protections so that the action taken is aligned to the interests of unit owners.</li>\r\n 	<li>It will be easier to take action against those who fail to pay their share of the commonhold’s costs, using of mediation or out of court methods of settlement.</li>\r\n 	<li>Mortgage lenders will have protections and the solvency of commonhold association will also be protected. There will be a role for lenders as a last resort to step in and apply to a tribunal to appoint a director or replace a failing one.</li>\r\n</ul>\r\nWhile the White paper discusses the conversion of existing leasehold blocks to commonholds, more detail will be needed to understand how current owners of residential or mixed-use buildings may be required to adopt commonhold. The Government’s proposal is that the consent threshold for conversion to commonhold is 50%, mirroring that for leasehold enfranchisement.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33485,2087,'insight_modules_6_heading_title','Conclusion');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33487,2087,'insight_modules_6_text_general','This White Paper is the first step in the process.  The Government’s will carry out a full consultation later this year on a ban on the use of leasehold for new flats. The consultation will need input on important points such as the conversion of existing leaseholds, exemptions for legitimate use and how to minimise disruption to current housing.\r\n\r\nA draft Leasehold and Commonhold Reform Bill containing the new commonhold framework will also be published later in 2025.');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33509,2095,'insight_modules_0_text_general','<strong>This article was also featured in <a href=\"https://www.paminsight.com/epc/article/broadfield-makes-residential-property-partner-promotion?token=641a5fe7-7ba8-4a15-ba4b-6dfab6bef264\" target=\"_blank\" rel=\"noopener\">ePrivateClient</a>, <a href=\"https://alwaysfinance.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Always Finance</a>, <a href=\"https://builder-master.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Builder Master</a>, <a href=\"https://businessinthesouthwest.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Business News South West</a>, <a href=\"https://dailybusinessnow.com/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Daily Business Now,</a> <a href=\"https://propertynewsdesk.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Property Newsdesk</a>, <a href=\"https://southeastonline.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">South East Online, </a><a href=\"https://southwest-news.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">South West News, </a><a href=\"https://www.newlawjournal.co.uk/content/broadfield-katie-lewis?token=641a5fe7-7ba8-4a15-ba4b-6dfab6bef264\">New Law Journal</a> and </strong><a href=\"https://www.insidermedia.com/news/south-east/broadfield-makes-residential-property-partner-promotion-in-southampton\"><strong>South East Business Insider </strong></a>\r\n\r\nBroadfield has today announced the promotion of Katie Lewis to Partner.\r\n\r\nKatie leads the firm’s residential property team in Southampton with a practice across the South East and South West. Her expertise extends to all types of residential property transactions, including high value sales and purchases, rural property and leasehold enfranchisement.\r\n\r\nBroadfield has a strong residential property team spread across its offices in London, Cambridge, Reading and Southampton, which acts on a wide range of property transactions for all types of clients, from first-time buyers to ultra-high net-worth individuals located around the world.\r\n\r\nCommenting on her promotion Katie said:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33511,2095,'insight_modules_1_quote_text','“I am thrilled to be promoted to Partner at an exciting time for the firm as it embarks on an ambitious international growth strategy. Our clients take enormous comfort from our hands-on, local knowledge backed by the strength and weight of the expertise of an international law firm.” ');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33517,2095,'insight_modules_2_text_general','Hema Anand, Partner and Head of Residential Property at Broadfield adds:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33543,2096,'insight_modules_0_text_general','<strong>This article was also featured in <a href=\"https://www.paminsight.com/epc/article/broadfield-makes-residential-property-partner-promotion?token=641a5fe7-7ba8-4a15-ba4b-6dfab6bef264\" target=\"_blank\" rel=\"noopener\">ePrivateClient</a>, <a href=\"https://alwaysfinance.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Always Finance</a>, <a href=\"https://builder-master.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Builder Master</a>, <a href=\"https://businessinthesouthwest.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Business News South West</a>, <a href=\"https://dailybusinessnow.com/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Daily Business Now,</a> <a href=\"https://propertynewsdesk.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">Property Newsdesk</a>, <a href=\"https://southeastonline.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">South East Online, </a><a href=\"https://southwest-news.co.uk/2025/05/15/broadfield-announces-residential-property-partner-promotion/\" target=\"_blank\" rel=\"noopener\">South West News, </a><a href=\"https://www.newlawjournal.co.uk/content/broadfield-katie-lewis?token=641a5fe7-7ba8-4a15-ba4b-6dfab6bef264\" target=\"_blank\" rel=\"noopener\">New Law Journal</a> and <a href=\"https://www.insidermedia.com/news/south-east/broadfield-makes-residential-property-partner-promotion-in-southampton\" target=\"_blank\" rel=\"noopener\">South East Business Insider</a>.</strong>\r\n\r\nBroadfield has today announced the promotion of Katie Lewis to Partner.\r\n\r\nKatie leads the firm’s residential property team in Southampton with a practice across the South East and South West. Her expertise extends to all types of residential property transactions, including high value sales and purchases, rural property and leasehold enfranchisement.\r\n\r\nBroadfield has a strong residential property team spread across its offices in London, Cambridge, Reading and Southampton, which acts on a wide range of property transactions for all types of clients, from first-time buyers to ultra-high net-worth individuals located around the world.\r\n\r\nCommenting on her promotion Katie said:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33551,2096,'insight_modules_2_text_general','Hema Anand, Partner and Head of Residential Property at Broadfield adds:');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33725,2102,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Acas has launched a campaign to improve understanding and support for neurodivergent workers. Common challenges faced by neurodivergent workers include barriers in the recruitment process, accessing workplace adjustments, and retention. Acas has published practical advice for employers focusing on practical steps to address these challenges. Suggestions include adapting recruitment processes to suit different cognitive styles; offering tailored support, such as flexible working arrangements and assistive technology; as well as providing workplace training on neurodivergence to increase understanding and reduce stigma. Acas also advises that employers should prepare for greater accountability by ensuring that their recruitment processes, and workplace policies and procedures support neurodivergent workers. Alongside this campaign, the Department for Work and Pensions has set up a new expert academic panel that will examine employment outcomes for neurodivergent people and provide evidence-based recommendations to inform government policy and practice. Acas has also published an independent report on neurodiversity in the workplace by Birkbeck, University of London (Neurodiversity at Work: Bridging Research, Practice and Policy, 6 March 2025). The report also highlights that neurodivergence and mental conditions often occur together and require holistic workplace support.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33731,2102,'insight_modules_2_text_general','<p data-pm-slice=\"0 0 []\">As part of reforms to be introduced in the Border Security, Asylum, and Immigration Bill, the Home Office has announced that, for the first time, all businesses will need to carry out checks in order to confirm that any individual working on their behalf has the legal right to work in the UK. Checks will apply regardless of the type of contract or working pattern and will therefore cover zero-hour workers and workers recruited through third-party platforms or subcontracting arrangements. Employers will be able to access the Home Office digital ID verification system to help with the checks. Penalties for non-compliance will include fines of up to £45,000 for a first offense and up to £60,000 per illegal worker for repeat breaches, as well as potential criminal sanctions and business closure. Some gig economy employers already carry out right-to-work checks voluntarily. However, all employers will now need to review their recruitment processes to ensure they are fit for the new requirements. The Border Security, Asylum, and Immigration Bill is currently in its report stage in the House of Commons. Consultation on how these right-to-work checks should be implemented is expected in due course.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33735,2102,'insight_modules_3_heading_title','Employment Tribunal Compensation Limits Increased for 2025');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33737,2102,'insight_modules_3_text_general','<p data-pm-slice=\"0 0 []\">From 6 April 2025, new Employment Tribunal compensation limits are in force under the Employment Rights (Increase of Limits) Order 2025. These increases reflect the 2.7% rise in the retail prices index for the year to September 2024. The limit on a week’s pay, used for calculating a number of awards, has increased from £700 to £719. This means that the maximum basic award for unfair dismissal and the maximum statutory redundancy payment rise from £21,000 to £21,570. The maximum compensatory award for unfair dismissal has increased from £115,115 to £118,223 (or 52 weeks’ gross pay, if lower). For certain automatically unfair dismissals, including health and safety dismissals, the minimum basic award increases from £8,533 to £8,763. There is no cap on the compensatory award for automatically unfair dismissals, such as whistleblowing or health and safety dismissals.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33743,2102,'insight_modules_4_text_general','<p data-pm-slice=\"0 0 []\">The Presidents of the Employment Tribunals in England, Wales and Scotland have issued guidance on the new Vento bands, which will apply to injury to feelings awards in discrimination or whistleblowing cases presented on or after 6 April 2025. Increases reflect the annual rise in the retail prices index. The new bands are as follows: Lower Band £1,200 to £12,100 (increased from £1,200 to £11,700); Middle Band £12,100 to £36,400 (increased from £11,700 to £35,200); and Upper Band £36,400 to £60,700 (increased from £35,200 to £58,700). In the most exceptional cases, the upper limit of £60,700 can be exceeded.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33749,2102,'insight_modules_5_text_general','<p data-pm-slice=\"0 0 []\">The House of Lords Committee on Home-based Working recently issued a call for written evidence in its inquiry into remote and hybrid working in the UK. The Committee was appointed on 30 January 2025 to consider the challenges and opportunities of remote and hybrid working, both for employers and workers; the impacts on productivity; and any wider consequences to society and the economy. The Committee will also examine the extent to which these effects vary depending on the characteristics of individual employers and workers and whether new policies or legislative changes are needed. Written submissions were invited on a variety of topics, including the impact of remote and hybrid working on physical and mental health; why some employers have issued back-to-office mandates while others continue to support hybrid and remote working; how the needs of employers and workers can be balanced; and the appropriate role of the government in addressing and researching the challenges and opportunities of remote and hybrid working. The call for evidence closed on 25 April 2025, and the Committee is expected to report on its findings by the end of November 2025.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33755,2102,'insight_modules_6_text_general','<p data-pm-slice=\"0 0 []\">On 18 March 2025, the Government published a Green Paper, Pathways to Work: Reforming Benefits and Support to Get Britain Working. The consultation proposes to reform health and disability benefits and employment support, building on the approach set out in the White Paper; Get Britain Working, published in November 2024. The Green Paper highlights the stark statistics that one in ten working age people are now claiming at least one type of health or disability benefit, and one in eight young people aged 16 to 24 are not currently in work, education, or training. Proposals for reform are underpinned by five principles: early intervention, fair welfare assessments, more tailored employment assistance, financial sustainability, and support for disabled people who will always be unable to work. Employment measures are aimed at embedding accessibility and workplace adjustments into recruitment and retention practices. Views are sought on reforming the Access to Work scheme; how to create a cultural shift in employer awareness; improving understanding of the duty to make workplace adjustments; and reducing the costs of providing practical support such as assistive technology. The consultation also considers the extent to which organisations like the Equality and Human Rights Commission, Acas, and the Health and Safety Executive could help to promote change. A number of public events will take place before the consultation closes on 30 June 2025. Alongside the Green Paper, an independent review, Keep Britain Working, led by Sir Charlie Mayhew, will consider and make recommendations on the role of employers in creating and maintaining healthy and inclusive workplaces and preventing health-related economic inactivity. The focus of this review will be on practical steps to increase recruitment, retention, and the return to work of disabled people and people with long-term health conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33786,2104,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Acas has launched a campaign to improve understanding and support for neurodivergent workers. Common challenges faced by neurodivergent workers include barriers in the recruitment process, accessing workplace adjustments, and retention. Acas has published practical advice for employers focusing on practical steps to address these challenges. Suggestions include adapting recruitment processes to suit different cognitive styles; offering tailored support, such as flexible working arrangements and assistive technology; and providing workplace training on neurodivergence to increase understanding and reduce stigma. Acas also advises that employers should prepare for greater accountability by ensuring that their recruitment and workplace policies and procedures support neurodivergent workers. Alongside this campaign, the Department for Work and Pensions has set up a new expert academic panel that will examine employment outcomes for neurodivergent people and provide evidence-based recommendations to inform Government policy and practice. Acas has also published an independent report on neurodiversity in the workplace by Birkbeck, University of London (Neurodiversity at work: bridging research, practice and policy, 6 March 2025). The report highlights the key components of a neuroinclusive workplace. These include embedding neuroinclusion in organisational strategies, policies, and practices; ensuring psychological safety for neurodivergent employees; specialist training for line managers; encouraging senior leaders to play a proactive role; specialist career pathways; and monitoring and evaluating progress. It also notes that neurodivergence and mental conditions often occur together and require holistic workplace support.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33792,2104,'insight_modules_2_text_general','<p data-pm-slice=\"0 0 []\">As part of reforms to be introduced in the Border Security, Asylum, and Immigration Bill, the Home Office has announced that, for the first time, all businesses will need to carry out checks in order to confirm that any individual working on their behalf has the legal right to work in the UK. This will apply regardless of the type of contract or working pattern and will therefore cover zero-hour workers and workers recruited through third-party platforms or subcontracting arrangements. Employers will be able to access the Home Office digital ID verification system to help with the checks. Penalties for non-compliance will include fines of up to £45,000 for a first offense and up to £60,000 per illegal worker for repeat breaches, as well as potential criminal sanctions and business closure. Some gig economy employers already carry out right-to-work checks voluntarily. However, all employers will now need to review their recruitment processes to ensure they are ready for the new requirements. The Border Security, Asylum, and Immigration Bill is currently in its report stage in the House of Commons. Consultation on how these right-to-work checks should be implemented is expected in due course.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33798,2104,'insight_modules_3_text_general','<p data-pm-slice=\"0 0 []\">From 6 April 2025, new Employment Tribunal compensation limits are in force under the Employment Rights (Increase of Limits) Order 2025. These increases reflect the 2.7% rise in the retail prices index for the year to September 2024. The limit on a week’s pay, used for calculating a number of awards, has increased from £700 to £719. This means that the maximum basic award for unfair dismissal and the maximum statutory redundancy payment rise from £21,000 to £21,570. The maximum compensatory award for unfair dismissal has increased from £115,115 to £118,223 (or 52 weeks’ gross pay, if lower). For certain automatically unfair dismissals, including health and safety dismissals, the minimum basic award increases from £8,533 to £8,763. There is no cap on the compensatory award for automatically unfair dismissals, such as whistleblowing or health and safety dismissals.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33804,2104,'insight_modules_4_text_general','<p data-pm-slice=\"0 0 []\">The Presidents of the Employment Tribunals in England and Wales and in Scotland have issued guidance on the new Vento bands, which will apply to injury to feelings awards in discrimination or whistleblowing cases presented on or after 6 April 2025. Increases reflect the annual rise in the retail prices index. The new bands are as follows: lower band £1,200 to £12,100 (increased from £1,200 to £11,700); middle band £12,100 to £36,400 (increased from £11,700 to £35,200); and upper band £36,400 to £60,700 (increased from £35,200 to £58,700). In the most exceptional cases, the upper limit of £60,700 can be exceeded.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33810,2104,'insight_modules_5_text_general','<p data-pm-slice=\"0 0 []\">The House of Lords Committee on Home-based Working recently issued a call for written evidence in its inquiry into remote and hybrid working in the UK. The Committee was appointed on 30 January 2025 to consider the challenges and opportunities of remote and hybrid working, both for employers and workers; the impacts on productivity; and any wider consequences for the economy and society. It will also examine the extent to which these effects vary depending on the characteristics of individual employers and workers and whether new policies or legislative changes are needed. Written submissions were invited on a variety of topics, including the impact of remote and hybrid working on physical and mental health; why some employers have issued back-to-office mandates while others continue to support hybrid and remote working; how the needs of employers and workers can be balanced; and the appropriate role of Government in addressing and researching the challenges and opportunities of remote and hybrid working. The call for evidence closed on 25 April, and the Committee is expected to report on its findings by the end of November 2025.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33814,2104,'insight_modules_6_heading_title','Pathways to Work Green Paper: Reforming Benefits and Support for Employment');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33816,2104,'insight_modules_6_text_general','<p data-pm-slice=\"0 0 []\">On 18 March 2025, the Government published a Green Paper, Pathways to Work: Reforming Benefits and Support to Get Britain Working. This is a consultation on proposals to reform health and disability benefits and employment support, building on the approach set out in the White Paper, Get Britain Working, in November 2024. The Green Paper highlights the stark statistics that one in ten working age people are now claiming at least one type of health or disability benefit, and one in eight young people aged 16 to 24 are not currently in work, education, or training. Proposals for reform are underpinned by five principles: early intervention, fair welfare assessments, more tailored employment assistance, financial sustainability, and support for disabled people who will always be unable to work. Employment measures are aimed at embedding accessibility and workplace adjustments into recruitment and retention practices. Views are sought on reforming the Access to Work scheme; how to create a cultural shift in employer awareness; improving understanding of the duty to make workplace adjustments; and reducing the costs of providing practical support such as assistive technology. The consultation also considers the extent to which organisations like the Equality and Human Rights Commission, Acas, and the Health and Safety Executive could help to promote change. A number of public events will take place before the consultation closes on 30 June 2025. Alongside the Green Paper, an independent review, Keep Britain Working, led by Sir Charlie Mayhew, will consider and make recommendations on the role of employers in creating and maintaining healthy and inclusive workplaces and preventing health-related economic inactivity. The focus of this review will be on practical steps to increase recruitment, retention, and the return to work of disabled people and people with long-term health conditions.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33858,2105,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In Hewston v Ofsted, the Court of Appeal recently ruled that the dismissal of a school inspector for brushing rainwater off a child’s head and touching their shoulder was substantively and procedurally unfair.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33862,2105,'insight_modules_1_text_general','<p class=\"ai-optimize-6\" data-pm-slice=\"1 1 []\">Mr Hewston was employed as an Ofsted inspector. During a school inspection, he brushed water from the head of a 12-year-old boy as he came in from a rainstorm and touched his shoulder in a gesture that was meant to be helpful and sympathetic. The school subsequently submitted complaints to Ofsted and the local authority safeguarding officer, alleging that this physical contact was inappropriate and had made the child feel uncomfortable. Ofsted initiated disciplinary proceedings, resulting in Mr Hewston’s dismissal for gross misconduct. It was accepted that he was not a risk to children and that there were no safeguarding concerns. Mr Hewston was dismissed for bringing Ofsted into disrepute by his grave error of judgment and because, having shown no remorse, he had failed to convince Ofsted that he would not do something similar again. He then brought a claim of unfair dismissal in the Employment Tribunal.</p>\r\n<p class=\"ai-optimize-7\">The Tribunal dismissed Mr Hewston’s claim, ruling that the investigation and disciplinary procedure had been fair and reasonable and that Ofsted had a reasonable belief that his actions undermined trust and confidence in his abilities and amounted to gross misconduct. While acknowledging that a sanction falling short of dismissal might have been appropriate, the Tribunal was not permitted to substitute its own views for those of a reasonable employer.</p>\r\n<p class=\"ai-optimize-8\">Mr Hewston subsequently appealed to the Employment Appeal Tribunal (EAT). Overturning the Tribunal’s ruling, the EAT substituted a finding of unfair dismissal. The EAT held that it could not have been obvious to Mr Hewston that he could be dismissed for touching a pupil once in this manner. It was not made clear in any policies, and he had not undergone any relevant training that was suggestive of this. Ofsted had also accepted that there were no safeguarding issues. Mr Hewston’s dismissal was also deemed procedurally unfair because he had not been provided with key documentation during the disciplinary process, including the pupil’s statement, the school’s letter of complaint, and the local authority’s response.</p>\r\n<p class=\"ai-optimize-9\">Ofsted’s appeal has now been unanimously dismissed by the Court of Appeal, which agreed with the EAT’s reasoning. The Court of Appeal confirmed that it would not normally be fair to dismiss an employee for an act that they could not reasonably be expected to know would be regarded as serious misconduct. The Court also rejected Ofsted’s argument that Mr Hewston’s lack of remorse was relevant. It would not normally be reasonable for an employer to “bump up” the seriousness of misconduct just because the employee has failed to show due contrition or insight during the disciplinary process. In any event, Mr Hewston was willing to attend training and had agreed that he would not repeat his actions.</p>\r\n<p class=\"ai-optimize-10\">This case illustrates the importance of ensuring that disciplinary policies and procedures set out as precisely as possible any behaviours that will be regarded as unacceptable. As the Court of Appeal noted in this case, if an act is not listed as an example of gross misconduct in a disciplinary policy, an employer must consider whether it is reasonable to expect an employee to know that their misconduct will be regarded as serious. It is advisable to provide regular training for all staff so that they understand what behavioural standards are expected of them. This case also highlights that a dismissal is likely to be procedurally unfair where the employee has not been provided with all relevant documents and evidence during the investigation and disciplinary process.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33876,2108,'insight_modules_0_text_para','<p data-pm-slice=\"1 1 []\">In Hewston v Ofsted, the Court of Appeal recently ruled that the dismissal of a school inspector for brushing rainwater off a child’s head and touching their shoulder was substantively and procedurally unfair.</p>');
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INSERT INTO `Z1EZp7_postmeta` VALUES (33880,2108,'insight_modules_1_text_general','<p data-pm-slice=\"1 1 []\">Mr Hewston was employed as an Ofsted inspector. During a school inspection, he brushed water from the head of a 12 year old boy as he came in from a rainstorm and touched his shoulder in a gesture that was meant to be helpful and sympathetic. The school subsequently submitted complaints to Ofsted and the local authority safeguarding officer, alleging that this physical contact was inappropriate and had made the child feel uncomfortable. Ofsted initiated disciplinary proceedings, resulting in Mr Hewston’s dismissal for gross misconduct. It was accepted that he was not a risk to children and that there were no safeguarding concerns. Mr Hewston was dismissed for bringing Ofsted into disrepute by his grave error of judgment and because, having shown no remorse, he had failed to convince Ofsted that he would not do something similar again. He then brought a claim of unfair dismissal in the Employment Tribunal.</p>\r\nThe Tribunal dismissed Mr Hewston’s claim, ruling that the investigation and disciplinary procedure had been fair and reasonable and that Ofsted had a reasonable belief that his actions undermined trust and confidence in his abilities and amounted to gross misconduct. While acknowledging that a sanction falling short of dismissal might have been appropriate, the Tribunal was not permitted to substitute its own views for those of a reasonable employer.\r\n\r\nMr Hewston appealed to the Employment Appeal Tribunal (EAT). Overturning the Tribunal’s ruling, the EAT substituted a finding of unfair dismissal. The EAT held that it could not have been obvious to Mr Hewston that he could be dismissed for touching a pupil once in this manner. This was not made clear in any policies, and he had not undergone any relevant training. Ofsted had also accepted that there were no safeguarding issues. Mr Hewston’s dismissal was also procedurally unfair because he had not been provided with key documentation during the disciplinary process, including the pupil’s statement, the school’s letter of complaint, and the local authority’s response.\r\n\r\nOfsted’s appeal has now been unanimously dismissed by the Court of Appeal, which agreed with the EAT’s reasoning. The Court of Appeal confirmed that it will not normally be fair to dismiss an employee for an act that they could not reasonably be expected to know would be regarded as serious misconduct. The Court also rejected Ofsted’s argument that Mr Hewston’s lack of remorse was relevant. It will not normally be reasonable for an employer to “bump up” the seriousness of misconduct just because the employee has failed to show due contrition or insight during the disciplinary process. In any event, Mr Hewston was willing to attend training and had agreed that he would not repeat his actions.\r\n\r\nThis case illustrates the importance of ensuring that disciplinary policies and procedures set out as precisely as possible any behaviours that will be regarded as unacceptable. As the Court of Appeal noted in this case, if an act is not listed as an example of gross misconduct in a disciplinary policy, an employer must consider whether it is reasonable to expect an employee to know that their misconduct will be regarded as serious. It is advisable to provide regular training for all staff so that they understand what behavioural standards are expected of them. This case also highlights that a dismissal is likely to be procedurally unfair where the employee has not been provided with all relevant documents and evidence during the investigation and disciplinary process.');
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