Employment Law Review
Thompsons’ Employment Law Review is recognised as an authoritative source of comment and discussion from our trade union law specialists. Available to read here, and also via a weekly email bulletin, the Employment Law Review offers considerable insight into the latest issues affecting trade unions and their members.
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Employment rights
Employment rights
Weekly Issue 890
Employment Rights Bill: Lords to consider Commons rejections on 28 October
UK employment law update by James Lenihan and Jazmeer Jackson: Commons reject key ERB amendments; Lords debate on 28 Oct 2025; Royal Assent expected early November with first provisions two months later.
Employment rights
Weekly Issue 890
DBT Responds to WEC Report on Parental Leave Reform
The Department for Business and Trade has formally responded to the WEC’s Sixth Report, endorsing parental-leave reform: Neonatal Care Leave and Pay (from April 2025), day-one rights for Paternity and Unpaid Parental Leave (from April 2026), strengthened flexible working (from 2027), and a review exploring higher paternity pay, longer paid leave, flexible uptake, and support for self-employed parents.
Employment rights
Weekly Issue 889
Employment Rights Bill: Commons Rejects Key Lords Amendments and Next Steps
The House of Commons has rejected Lords amendments to the Employment Rights Bill, including changes on unfair dismissal, guaranteed hours, shift cancellations, and whistleblower protections—learn what happens next and why it matters for workers and unions.
Maternity/Parental rights
Weekly Issue 888
New Employer Guidance on Neonatal Care Leave and Pay Published Statutory Leave for Parents of Premature and Sick Babies
From April 2027, parents will be entitled to up to 12 weeks’ paid neonatal care leave—new guidance explains how employers must prepare.
Employment rights
Weekly Issue 888
Employment Rights Bill: Third Reading Scheduled
The Employment Rights Bill will have its third Lords reading on 3 September 2025, with Royal Assent expected by the end of the month.
Employment rights
Weekly Issue 886
Gillani and others v Veezu Ltd and others
The EAT limits excessive disclosure demands in a group claim by private-hire drivers, reinforcing fairness and proportionality in worker status cases.
Employment rights
Weekly Issue 885
Key Developments: Government Roadmap to Implement the Employment Rights Bill
The UK Government’s 2025 roadmap outlines phased reforms under the Employment Rights Bill, covering union rights, sick pay, harassment laws, and day-one protections for workers.
Employment rights
Weekly Issue 882
Poll Shows Strong Public Support for Employment Rights Bill
A new TUC-commissioned poll shows overwhelming public support for Labour’s Employment Rights Bill, including bans on zero-hours contracts and fire-and-rehire—see what’s in the bill and why it’s gaining cross-party backing.
Employment rights
Weekly Issue 880
Brian Gourlay v West Dunbartonshire Council [2025] EAT 29
The EAT has ruled that compensation for career-long loss must be properly assessed where discrimination causes lasting harm. In Gourlay v West Dunbartonshire Council, the tribunal's flawed reasoning led to a major correction.
Employment rights
Weekly Issue 879
Government Updates Employment Rights Bill Amendment Paper
Major updates to the Employment Rights Bill introduce new rules on agency work, redundancies, and wage enforcement—discover how these changes could impact you.
Employment rights
Weekly Issue 878
TUC and Hope Not Hate research reports strong public support for Employment Rights Bill
New polling shows overwhelming public support for the Employment Rights Bill, with voters across all parties backing stronger worker protections, including banning zero-hours contracts, improving sick pay, and strengthening unfair dismissal laws.
Redundancy and Protective Awards
Weekly Issue 878
Case Study: Marston (Holdings) Ltd v A Perkins [2025] EAT 20
The Employment Appeal Tribunal overturned a ruling of indirect sex discrimination and unfair dismissal in Perkins v. Marston, emphasizing the need for clear evidence in discrimination claims and genuine redundancy processes.