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Commentary and insights: HR for HR - Stronger together - HR's collective response to the Employment Rights Act 2025

For many HR professionals, the Employment Rights Act 2025 has given rise to a complex mix of emotions - not least, being a little overwhelmed. It's important to focus, then, not just on what's changing in terms of the law, but on how HR leaders are responding. What will you prioritise, what conversations will you lead, and how will you turn uncertainty into confident, practical action for your organisation?

Commentary and insights: Men at Work - Rethinking Mental Health, Support and Cancel Culture

In recent years, workplaces have rightly introduced more policies and support aimed at women, including changes under the new ERA. But while supporting women is essential, are employers at risk of overlooking the support that men also need?

Commentary and insights: HR for HR - Who are today's workers and how should HR support them?

In the modern workplace, the idea of a "typical employee" has disappeared. For organisations, this shift requires more than policy updates, it demands a rethink of how people are supported, managed and trusted. Workers are more individual, values-driven and vocal about what they need to perform at their best. Caroline Green asks HR professionals how organisations can rethink their workforce approach amid increasingly varied needs.

Commentary and insights: Reintegration after incarceration - Challenging workplace stigma against ex-offenders

A significant proportion of the population have criminal records. So what are the legal requirements when thinking about recruiting someone with a spent or unspent conviction? And are employers that shy away from engaging with ex-offenders failing to make use of a valuable resource and even damaging their organisations?

Commentary and insights: Mindful DEI - Allocating space for compassion during the age of burnout

What does psychology tell us about how we engage with initiatives like DEI? The benefits of EDI initiatives to businesses and organisations are well established, but implementing successful strategies still requires us to grapple with the realities of stretched budgets and stressed teams. DEI initiatives are also undoubtedly of ethical value to companies; but so is the welfare of employees. In this article, we will explore the relationship between DEI and psychological wellbeing and discuss how to integrate the aims of both into effective workplace strategies.

Podcast: Flexible working - six tips to achieve best practice now

There have been many significant legislative shifts in relation to flexible working in recent years, of course, and under the Employment Rights Act 2025 we are promised further changes. In this podcast we look at the way flexible working is transforming employee expectations and workplace culture, and put forward some ideas about the ways that HR and line managers need to be thinking about what best practice looks like in this new era.

Survey analysis and Benchmarking - HR metrics: Managing poor performance 2026

As organisations prepare for unfair dismissal reforms under the Employment Rights Act 2025, we are looking to explore how poor performance is currently managed and where challenges lie.

Survey analysis and Benchmarking - HR metrics: Grievances 2026

The use of artificial intelligence (AI) is reshaping how workplace grievances are raised. This survey explores how grievances are changing in today's workplaces, focusing on the role of AI, the nature of concerns being raised, and how organisations are adapting their approach.

Share your insights by taking part in the survey here.

The Supreme Court has ruled that the legal definition of a woman under the Equality Act 2010 is based on biological sex. While Judge Lord Hodge stated "we counsel against reading this judgment as a triumph of one or more groups in our society at the expense of another", employers may have to rethink their policy towards single-sex spaces in the workplace, such as bathrooms and changing rooms.

The following resources have had interim updates in light of the judgment:

• Transgender and non-binary equality policy
• Supporting an employee who is transitioning action plan
• Leading practice guides on Supporting non-binary and transgender employees

We have provided the following additional commentary and guidance:

• The definition of a woman: The legal meaning and practical implications of the Supreme Court ruling
• Supreme Court ruling and EHRC latest: How should HR respond?

To keep track of the latest developments, we recommend that you personalise your list of tracked topics by adding Diversity and inclusion and Gender reassignment discrimination

As a result of the Supreme Court ruling in For Women Scotland v The Scottish Ministers, the Equality and Human Rights Commission (EHRC) published a draft updated statutory code of practice for services, public functions and associations on 21 May 2026. The draft code was laid before Parliament on 21 May 2026 and MPs now have a 40-day period (until 30 June 2026) to consider it. If Parliament does not reject the draft code, it is expected to come into effect via a commencement order (exact date TBC). Employers should bear in mind that this statutory code does not cover employment, although its contents may provide some indication as to the approach to take. It remains to be seen if, and when, the EHRC will update its employment code of practice to reflect the Supreme Court decision.

We are keeping track of developments and will provide updates as and when further information becomes available.

2026