Coming soon

Commentary and insights: Where do you fit when you're a senior HR professional?

Working in Senior HR roles, it can often feel like you're balancing many hats and navigating an intricate web of relationships and responsibilities. Caroline Green offers guidance on getting the balance right.

June 2025

Commentary and insights: From the top down - DEI in leadership

Diversity, equity and inclusion, as a conversation topic, is often discussed within the context of the general workforce instead of in the context of leadership. When it comes to DEI, senior leadership can both lead the charge and hinder the change, depending on the values and principles they embody, says Georgie Williams.

June 2025

Podcast: Secondments, career shifts and talent pathways

Jeya Thiruchelvam to talks about how organisations can get the best out of their talent and develop them, and how individuals can develop themselves - without having to change employer.

June 2025

Survey analysis and Benchmarking - HR Metrics: Men's health research

For organisations that need help in developing a men's health strategy, this research explores how organisations are working to build a healthier, more supportive work environment for male employees.

You can also take part in the research (by 1 July) here. 

June 2025

Survey analysis and benchmarking - HR metrics: HR and line management research 2025

Line managers are the interface between an organisation and its people and play a key role in supporting the HR function. The research explores a variety of topics including line manager recruitment and assessment, as well as how line managers could work better with HR.

July 2025

International country guides: Portugal, South Korea and Malaysia 

Six chapters have been published for all three country guides. The next chapters to be published will be equal opportunities, health and safety and industrial relations.

August/September 2025

The wide-ranging Employment Rights Bill paves the way for the biggest upheaval in employment law for many decades. Among other things, the Bill:

• removes the two-year service requirement to claim unfair dismissal;
• makes "fire and rehire" dismissals without evidence of financial difficulties automatically unfair;
• changes the collective redundancy consultation threshold to cover the whole organisation, rather than each "establishment" within an organisation;
• introduces a right for trade unions to request access to workplaces and requires employers to notify new hires of the right to join a union;
• expands protection against dismissal for pregnant employees and individuals who are on, or have recently returned from, family-related leave;
• makes statutory paternity leave and ordinary parental leave day-one employment rights;
• makes entitlement and procedural changes to statutory sick pay;
• entitles zero and low hours workers to stable contractual arrangements;
• widens the statutory right to bereavement leave beyond bereaved parents to all employees;
• requires large employers to publish gender pay gap and menopause action plans;
• introduces stronger workplace harassment laws; and
• reforms the right to request flexible working.

• Ongoing commentary and insights from the Brightmine team: Our team of experienced HR and employment law experts is continuing to sift through the fine detail of the published Bill and any supporting documentation or announcements that the Government subsequently releases to bring you the very latest updates and insights.

• Look out for many new and updated resources from Brightmine: The Employment Rights Bill provides the framework for multiple employment law changes - much of the detail is still being worked out. As the Government releases more details about these changes, the Brightmine team will be formulating our plans to bring you the very best resources, including: model HR policies and contract clauses; model letters and forms; line manager training guides; surveys/benchmarking; podcasts and webinars; and much, much more.
• Check out existing resources from Brightmine: In the meantime, key resources include our Legal timetable; Employment Rights Bill research 2024; Webinar: Employment Rights Bill - how HR can get ahead of the changes; and Employment Rights Bill: 10 key policies employers must revamp. We have also updated dozens of Future developments sections within our Employment law guide with information about the Employment Rights Bill.

Between now and 2026 - and beyond.

The Paternity Leave (Bereavement) Act 2024 will allow an employee to take paternity leave as a day-one right where a mother, or a person with whom a child is placed or expected to be placed for adoption, dies.

• New paternity bereavement leave policy explaining the rights of employees to paternity bereavement leave.

• Suite of template letters to help support employers.
• New section in employment law guide on paternity bereavement leave. 

To be confirmed.

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?
• EHRC: Interim update on single-sex spaces draws criticism

July 2025