Hybrid Working vs Return to the Office Mandates: What Employers Should Be Thinking About in 2026
The debate over hybrid working is no longer really about whether it is here to stay. For many employers, the real question is how far they can go in requiring staff back into the office, and what legal and practical risks come with a return-to-office mandate. In the City and beyond, many if not most businesses […]
Ramadan Blog
During the auspicious month of Ramadan, we are reminded to be respectful, considerate and thoughtful towards colleagues, friends and contacts who observe the religious month. Flying in the face of a latest think tank group Policy Exchange who have been reported to say that ED&I stifles HR; their actual words were ‘bloats’ it, and harms […]
Supreme Court hands down Uber decision on worker status
Many of us followed the Uber cases through the appeal courts as the impact of these decisions have a significant impact on hiring practices in the gig economy and more widely. Early last year, the final appeal court (the Supreme Court) handed down its judgment in Uber BV and ors V Aslam and ors , which marks a […]
Disciplinary Proceedings – increasing employee protection
It is a well-trodden path in dismissal litigation for the disciplinary process adopted by the employer to be picked apart piece by piece, with varying degrees of success by the claimant lawyer. This job was arguably made easier following the Court of Appeal’s decision in Burn v Alder Hay, in which the court opened up the possibility […]
Legal protection for staff expressing ‘gender-critical’ beliefs
The delicate balancing act involved in managing staff members who hold and express strong views in the gender identity debate was considered in the recent case of Forstater v CGD Europe. F worked at CGD as a sustainable development expert. She claimed that her relationship with CGDE came to an end because she expressed ‘gender-critical’ opinions. […]
Vexatious grievances
It is a common temptation for many employers going through a difficult grievance or disciplinary process where the employee appears to be doing everything they possibly can to make things as difficult as possible, to throw in the towel before the process is completed and move to dismissal. Your employment lawyer’s advice to ‘leave no […]