United Kingdom: Discrimination, Disability & Sexual Harassment

From 1 October 2026, the time limit for bringing most employment tribunal claims doubled from three months to six months. This significant procedural change affects unfair dismissal, discrimination, whistleblowing detriment and unlawful deductions from wages claims. While the reform aims to provide more opportunity for workplace disputes to be resolved before litigation, it creates practical challenges around evidence preservation, document retention and settlement strategy that employers must address now.

New anti-harassment reforms are set to take effect on 30 October, introducing significant changes to employer duties and liability for third party harassment. This podcast mini-series explores the practical implications of these reforms, including how the new employer liability provisions may impact supplier relationships and business operations.

The Employment Rights Act 2025 introduces critical changes to UK workplace law, extending tribunal claim periods from three to six months and imposing stricter obligations on employers to prevent harassment.

A trainee solicitor shares her journey of receiving an ADHD diagnosis at age 28 and explores how neurodiversity can be both a challenge and an asset in legal practice. Through personal experience, she examines common misconceptions about ADHD in professional women and demonstrates how traits like hyperfocus and curiosity translate into workplace strengths.

The Employment Rights Act 2025 includes a new requirement on employers to provide a statement to new and existing workers of their rights to join a trade union.

Recent UK employment law decisions have reshaped how employers must approach part-time worker protection, philosophical belief discrimination, freedom of speech in academic settings, and equal pay claims. These landmark cases establish new precedents for workplace policies, disciplinary procedures, and compensation structures that could significantly impact organizational practices.

The Office of the Independent Adjudicator has published new guidance for universities and colleges on handling reports of harassment and sexual misconduct. This framework sets out core principles and operational good practice for institutions in England and Wales, providing detailed guidance on everything from initial disclosures through to disciplinary processes and appeals.

The Exeter Employment Tribunal's recent decision in Co-Operative Group Limited v Brooks establishes stricter standards for employers handling sexual harassment complaints, particularly when allegations occur between employees of the same sex. The case highlights critical failures in safeguarding measures and appeal procedures that resulted in significant compensation awards. With the Employment Rights Act 2025 introducing heightened duties to prevent sexual harassment and third-party liability provisions ta

A UK Employment Tribunal has ruled that paying sponsored workers more than non-sponsored employees doing identical work can constitute indirect race discrimination, even when driven by Home Office salary requirements. The landmark case of Gharabli v Cedar Hope Care Services Ltd examines whether immigration compliance obligations can justify pay disparities under equality law.