The Employment Rights Bill has today been granted Royal Assent becoming known as the Employment Rights Act 2025. The Act is seen as the “biggest upgrade to workers’ rights in a generation” and brings changes to all areas of workers protection rights. One of the most significant reforms is the reduction of the qualifying period
The UK government has launched a new consultation on the future of non-compete clauses in employment contracts, setting out a range of reform options aimed at boosting labour market mobility, innovation and business growth and reducing barriers to recruitment. Responses are open until 18 February 2026.
What’s Being Proposed?
The working paper explores several
The author acknowledges the contribution of Scott Meagher.
Safe Work Australia (SWA) has published amendments to the model Work Health and Safety (WHS) Act and Regulations which expand incident notification requirements, update licensing arrangements for crane operations and align regulations with current practices. This article focusses on the amendments concerning incident notification.
Facial recognition technology is becoming increasingly common in South African workplaces for maintaining attendance and security, but is it legally permissible?
In November 2025 the Kenyan courts found that an employer’s use of facial recognition is unconstitutional and unlawful.
Let’s unpack why.
As we learn from the Kenyan court’s approach to the use of facial
In Rice v Wicked Vision Ltd [2025] EWCA, the Court of Appeal (CA) were asked to consider the application of the decision in Osipov v Timis & Sage [2018] EWCA (Osipov), which held that a claim for the detriment of dismissal can be brought against a co-worker despite the wording in s.47B(2) Employment Rights Act
Victoria’s Occupational Health and Safety (Psychological Health) Regulations 2025 (new Regulations) came into effect on 1 December 2025.
The new Regulations require employers to, so far as is reasonably practicable, identify psychosocial hazards and eliminate any risk associated with a psychosocial hazard. If it is not reasonably practicable to eliminate a risk associated with a
In another important decision regarding wage compliance, the Full Court of the Federal Court has handed down a ruling with major implications for franchisors. The decision confirms that franchisors can be held legally responsible for the wage theft of their franchisees, even where the case against the franchisee relies on a “reverse onus of proof”.
In a recent ruling, the Court of Gelderland held that long-term sick employees continue to accrue statutory vacation days throughout the entire period of illness, even after the two-year waiting period and regardless of whether they receive salary or perform work.[1] The court based its decision on European law, setting aside the Dutch Civil