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- Type:
- Employment law guide
In Johnson and Johnson Medical Limited v Fayokun, the EAT held that a manager’s use of a “generic Nigerian working profile” amounted to direct race discrimination. The profile contained “lazy stereotypes” and influenced the way an employee of African ethnicity was managed. The decision is a reminder that employers should ensure managers do not rely on assumptions or stereotypes linked to race, nationality or ethnic origin when managing employees.
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- Type:
- Employment law guide
The case of University of Bristol v Miller considered whether a professor’s dismissal amounted to unlawful discrimination because of the manifestation of his protected belief in anti-Zionism. The case is a reminder that, where an employee is expressing a protected belief, the employer must be able to show that any disciplinary action was because of objectionable conduct that is separable from the belief itself.
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- Type:
- Employment law guide
The extension of the time limit for bringing employment tribunal claims, from three to six months, will take effect on 1 October 2026.
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- Type:
- Employment law guide
The Government published its updated timeline, confirming the reintroduction of employer liability for third-party harassment and the strengthened duty to take all reasonable steps to prevent sexual harassment will take effect on 30 October 2026.
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- Date:
- 17 August 2026
- Type:
- Commentary and insights
Major anti-harassment legislative changes are due to be implemented this October under the Employment Rights Act 2025 - are you ready? Drawing on their experience of working on board the largest ocean-going wooden ship in the world, Georgie Williams offers fresh perspectives on the vital importance of crowdsourcing when carrying out risk assessments and writing policies.
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- Date:
- 17 August 2026
- Type:
- Commentary and insights
In our Employment Rights Act 2025 recap webinar, we highlighted key areas from previous sessions on the requirement to provide workers with a statement of the right to join a trade union; the expanded duty to take all reasonable steps to prevent sexual harassment; and aligning probation processes as a result of the reduction of the unfair dismissal qualifying period. Here we tackle 10 key recurring questions that came in during the webinar.
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- Date:
- 14 August 2026
- Type:
- Podcasts and webinars
In this webinar, we focus on the changes HR needs to act on now. We bring together insights from three leading experts to revisit the most important developments and their practical implications for employers.
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- Type:
- Letters and forms
Updated to reflect the sexual harassment reforms due to come into force on 30 October 2026 under the Employment Rights Act 2025. The form has also been enhanced to function as both a risk assessment and an action plan, helping employers record further actions, allocate responsibility, identify any remaining significant risks, and monitor the effectiveness of preventative measures.
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- Type:
- International
Further details on salary transparency report requirements in Brazil have been added. For the second semester of 2026, companies must publish their report by 30 September 2026.
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- Date:
- 6 August 2026
- Type:
- News
A receptionist and mother has been awarded £20,500 for her case of sex discrimination against a Northern Ireland hotel.