-
- Type:
- FAQs
Following the Supreme Court decision in Augustine v Data Cars Ltd, this FAQ has been updated to remove a reference to McMenemy v Capita Business Services Ltd. The Court confirmed that McMenemy took the wrong approach to causation and less favourable treatment of part-time workers. The guidance remains the same: employers can avoid less favourable treatment by providing part-time workers with a pro rata entitlement to bank holidays.
-
- Date:
- 13 August 2026
- Type:
- News
The UK Supreme Court has ruled that part-time status need only be an effective cause of less favourable treatment, and not the sole cause. The landmark ruling could have far-reaching implications for the application of legal protections for part-time workers, according to lawyers.
-
- Type:
- Employment law guide
In its decision in Augustine v Data Cars Ltd, the Supreme Court confirmed that a worker's part-time status does not need to be the sole reason for less favourable treatment for it to be unlawful; it is sufficient that the status was an effective cause for the treatment. The decision is likely to make it easier for part-time workers to show that their status influenced an employer's actions, reinforcing the need for employers to follow and document robust decision-making processes.
-
- Date:
- 15 July 2026
- Type:
- Podcasts and webinars
We look at the way flexible working is transforming employee expectations and workplace culture, and to offer some ideas about what best practice looks like in this new era.
-
- Date:
- 26 June 2026
- Type:
- Commentary and insights
Flexible working is reshaping workplace expectations. With further changes due under the Employment Rights Act 2025 next year, Charlotte Wiseman and Olivia Arnold, of leading organisational consultancy Step Inside Group, explore the implications for HR teams, managers and employees, and outline a blueprint of what best practice looks like for organisations.
-
- Date:
- 1 June 2026
- Type:
- Commentary and insights
HR professionals in the UK face some unique challenges and employment issues in the summer of 2026. These include increased uncertainty over workers' annual leave plans because of world events; public transport disruption leading to attendance issues; and a heatwave meaning that employers should monitor workplace temperatures to ensure that they do not become unreasonable. It is also a World Cup year, which brings its own specific problems around absence, holiday and conduct.
-
- Date:
- 3 March 2026
- Type:
- Commentary and insights
The cancellation of thousands of flights and the closure of airspace in the Middle East are having an impact on the workplace, particularly when employees are left stranded or their holiday plans are affected. How should employers tackle workplace issues arising from the flight disruptions caused by the US and Israel's war with Iran?
-
- Type:
- Legal timetable
Updated to confirm that these measures are due to come into effect in 2027, according to the Government's updated timeline.
-
- Date:
- 13 February 2026
- Type:
- Commentary and insights
Updated to detail the number of employment law reforms in the 289 pages of the Employment Rights Act.
-
- Type:
- Employment law guide
Updated to reflect that the Government launched a consultation on 5 February 2026 in relation to reforms relating to statutory flexible working requests.