Our employment law update for April covers the Supreme Court decision the correct definition of “sex” and “woman” in the Equality Act and a Court of Appeal decision providing guidelines on gross misconduct dismissals. We also have a general news round-up, including mandatory  ethnicity and disability pay gap reporting, increases of compensation limits at the employment tribunal and new ACAS guidelines on statutory neonatal leave and pay .

The return of our monthly format for employment law updates sees new cases on whether a failure to carry out ACAS Early Conciliation is fatal to claims progressing, whether a claimant after proceedings are ongoing can add new claims not included in the ET1, and the correct approach for assessing injury to feelings when applying the “Vento” guidelines. We also have a general news round-up including the new regulations for Neonatal care coming into force from 6 April 2025, proposals from the Women’s Equality Committee on paid leave for early pregnancy terminations before 24 weeks (including miscarriage), and the latest from the FCA and PRA on “Sexism in the City”.

This week we look at a case that covers the issue of what constitutes proper lawful consultation in smaller scale redundancies (fewer than 20). In particular, the case looks at whether there a need for group consultation, and what the rules are on timing.

This week we summarise three very recent developments in employment law, one involving the Employment Rights Bill (ERB) and two new cases.

After a slightly extended summer break, we return with a summary of the new sexual harassment rules due to come into force in just over two weeks.

This week we consider a new EAT decision that emphasises the difficulties of making assumptions about tribunal time limits, particularly the date from when time starts to run. Please note that the Two Minute Weekly will be taking a one month holiday, returning on Thursday 12 September and we wish all our readers a happy summer and bank holiday.

This week we focus on a new case looking at the difficulties between balancing protections of religious belief with the rights and protections of LGBTQI+ individuals.

Our January update includes new cases on “without prejudice” conversations on termination of employment, the difficulties of applying 100% “Polkey” reductions in unfair dismissal awards, and issues of employers introducing evidence to counter claims by employees for very long periods of loss of earnings – we also have a news roundup including CIPD recommendations for Diversity and Inclusion, April 2023 increases to statutory maternity, paternity, adoption, parental bereavement and sick pay, companies signing up to a four-day week and last but not least, whether the term “HR” is out of date.