Employment Law
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In the case of For Women Scotland v The Scottish Ministers [2025] UKSC 16, the Supreme Court was asked to determine whether reference to a person’s ‘sex’ was to be...
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In the UK, there are typically eight bank holidays each year: New Year’s Day, Good Friday, Easter Monday, two May bank holidays, the August bank holiday, Christmas Day, and Boxing...
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The Employment Rights Bill is to be a major piece of employment legislation, all part of Labour’s commitment to “Make Work Pay”. It was published in October 2024, and you...
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In October 2024, the new sexual harassment legislation came into force, requiring employers to take ‘reasonable steps’ to prevent sexual harassment. It is clear employers should be proactive in responding...
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The Government has confirmed a day one right to Neonatal Care Leave will be introduced from 6 April this year. Neonatal Care Leave will apply to parents of babies who...
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From 1 January 2025, the UK has moved to a new Electronic Visa (eVisa) system from the traditional paper-based visas. Designed to streamline the visa application process and improve border...
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Ashtons Head of Employment Law, Ross Strowger, gives his five top tips when preparing company directors’ Service Agreements. Tip 1: Know your director (and your company!) Understand the director’s employment...
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A straw poll of delegates at a recent webinar hosted by Ashtons revealed that only 49% had taken steps so far to ensure they were complying with the new Sexual...
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One of the Labour Party’s key manifesto pledges was to make sweeping changes to rights at work and to “Make Work Pay”. They asserted that the changes would be published...
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The Workers (Predictable Terms and Conditions) Act 2023 (the Act) received Royal Assent in September 2023. While the Act sets out the framework for this new regime, further regulations are...
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Keir Starmer’s Labour government has said in the King’s Speech, which opened the new session of Parliament on Wednesday this week, that it would create a new law setting out...
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Before the Employment Tribunal, the Claimant argued that he had been discriminated against by the Respondent because he was required to pay a flat weekly circuit fee of £148. This...
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