Worldwide: Employment Litigation/ Tribunals

The Supreme Court has delivered a landmark ruling on part-time worker discrimination claims, clarifying that these cases do not require a more stringent causation test than other forms of discrimination. The decision establishes that if part-time status is an effective cause of less favourable treatment, this alone is sufficient grounds for a successful claim.

The London Central Employment Tribunal's remedy ruling in Reeves v Goldman Sachs International examines whether progressive parental leave policies can shield employers from discrimination claims when their application results in unfair treatment. This landmark case explores the intersection of sex discrimination, parental leave rights, and redundancy procedures in senior financial services roles, raising critical questions about the gap between policy and practice in corporate culture.

The Court of Appeal has issued a significant ruling on training cost repayment clauses in employment contracts, finding that overly broad provisions can be struck down as unreasonable restraints of trade. Employers who require employees to repay training costs upon departure must ensure their clauses are proportionate, fair, and genuinely protect legitimate business interests rather than simply discourage staff mobility. This judgment serves as a critical reminder to review existing contractual provisions,

The UK government has launched a consultation on how the Fair Work Agency will enforce statutory holiday pay compliance from 2027, proposing a supportive approach that prioritizes employer guidance over immediate penalties. The consultation explores critical questions around enforcement scope, penalty structures, and whether to focus resources on protecting lower-paid and vulnerable workers through targeted compliance measures.

Employment Law Partner Natalie Abbott examines whether UK employers can legally terminate employment contracts via text message, exploring the procedural requirements for fair dismissal and the circumstances under which SMS termination may constitute grounds for an unfair dismissal claim.

Recent Jersey Employment and Discrimination Tribunal decisions from July 2026 reveal critical implications for employers regarding statutory rights, disability discrimination claims, and procedural compliance. The rulings clarify when provision, criteria or practice (PCP) requirements are met, how retrospective cap increases apply to discrimination awards, and the importance of clear contractual language in displacing statutory holiday rights.

Section 152 and Schedule 12 of the Employment Rights Act 2025 (ERA 2025) will increase the primary time limit to bring most employment tribunal claims from three to six months.

In Tarbuc v Martello Piling Ltd [2026] EAT 58 the Employment Appeal Tribunal (EAT) held that an employment tribunal misapplied section 111A of the Employment Rights Act 1996 (ERA 1996) by excluding evidence relating...

The UK Government's consultation on non-disclosure agreements proposes sweeping reforms to prevent employers from silencing victims of workplace harassment, abuse, and discrimination.