United Kingdom: Discrimination, Disability & Sexual Harassment

Recent UK employment law decisions have reshaped how employers must approach part-time worker protection, philosophical belief discrimination, freedom of speech in academic settings, and equal pay claims. These landmark cases establish new precedents for workplace policies, disciplinary procedures, and compensation structures that could significantly impact organizational practices.

Significant changes to harassment law are expected to come into force on 30 October 2026 under the Employment Rights Act 2025, requiring employers to take all reasonable steps to prevent sexual harassment and reintroducing third-party harassment liability. These reforms represent a substantial shift from a reactive approach to a proactive one, with employers expected to identify and address harassment risks before complaints arise. Failure to comply may expose employers to increased liability, greater scrut

The Employment Rights Act 2025 has doubled the limitation period for Employment Tribunal claims from three months to six months, effective October 1, 2026. This procedural change affects unfair dismissal, discrimination, and wage deduction claims, fundamentally altering the litigation landscape for both employers and employees. Understanding the practical implications of this extended timeframe is crucial for managing workplace disputes and evidence retention.

This week is Occupational Health Awareness Week. Here are our top tips for employers looking to get the most out of occupational health - and to avoid common pitfalls.

Employers face evolving legal obligations to prevent sexual harassment in the workplace, with new duties requiring proactive risk assessment and mitigation strategies. The shift from reactive complaint handling to anticipatory prevention marks a fundamental change in how organizations must approach workplace conduct. Understanding these requirements and implementing comprehensive preventative measures is now essential for compliance and avoiding significant financial penalties.

The Employment Rights Act 2025 introduces significant changes to employer liability for third-party harassment and extends tribunal claim windows from three to six months. These reforms create new contractual obligations and extended litigation exposure for businesses operating within supply chains, requiring immediate review of existing supplier, contractor and customer agreements.

Explore how employers are deploying AI tools to manage employee performance, attendance, and retention once workers are in post. This episode examines the legal, cultural, and wellbeing risks that arise when AI-generated insights influence HR decisions, and discusses what effective governance looks like before rolling out workplace monitoring technologies.

Recent ASA decisions highlight how AI-generated advertising content can perpetuate harmful gender stereotypes and offensive imagery, particularly through deepfake technology. As generative AI becomes increasingly prevalent in marketing campaigns, regulators are emphasizing that marketers remain fully responsible for ensuring their AI-generated content complies with advertising standards, regardless of the technology used to create it.

The Employment Rights Act 2025 has been described as the biggest upgrade to workers’ rights in a generation. It contains a number of reforms, the breadth and complexity of which will have a significant impact on employers.