Workers are protected from a detriment connected with their trade union activities, regardless of whether this was ‘protected industrial action’ lawfully organised by a union and compliant with the statutory balloting requirements.

NHSEI has shared operational guidance on preparing and implementing the new regulation requiring providers of regulated healthcare services to ensure that certain workers are fully vaccinated against COVID-19.

New mandatory COVID-19 vaccine regulations for health and social care settings in England will come into force on 1 April 2022. Find out which actions you need to take in our insight.

The EAT has recently held that a bank worker was not entitled to receive pay whilst suspended from the bank pending investigation. Find out what the decision means for your bank worker arrangements and how to protect your organisation from similar claims.

New regulations will come into force on 11 November 2021, requiring all persons working or deployed in a CQC registered care home to be fully vaccinated against COVID-19, unless an exemption applies. We provide you with the latest developments.

On 21 July 2021, the Government published its response to the consultation on sexual harassment in the workplace. We take a look at the proposed changes following the consultation, and what will be the impact on employers.

Wellbeing, workforce planning, changes to the CCG/ICS workforce, and equality, diversity and inclusion are key considerations of the new Health and Care Bill. We set out the ways in which we think the Bill could impact on your organisation.

The Employment Appeal Tribunal upheld a Claimant’s appeal against the ET's decision to dismiss her claims of indirect sex discrimination on the basis that the ET failed to take judicial notice of ‘the childcare disparity’. Read more about the case here.

In Karim v GMC, the Reading ET has found that the GMC discriminated against Dr Karim on the grounds of his race. We explore the ET’s decision and the key takeaways from this landmark case, in our insight below.

The EAT held that lack of protection from detriment for having taken part in or prepared for strike action under section 146 of TULCRA breached Article 11 of the ECHR and that such protection should therefore be read into section 146.

The Government has published new guidance for public sector employers on the making of special severance payments.

In Commissioner of the City of London Police v Geldart, the Court of Appeal has held that a female police officer who was not paid the London allowance for the duration of her maternity leave did not suffer direct sex discrimination.