Top 5 🗞️ HR Headlines This Week:

1. 💼 Legal Risks of Ending Remote Work
2. 🤖 AI Coaching: Surprisingly Effective?
3. 🧠 Neurodiversity Needs More Than Policy
4. ⚖️ Finance Staff Push Back on Overwork
5. 🚻 EHRC Drops Single-Sex Toilet Rule

In other news.....................

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1. Case Law Reviews
2. AI and Employment Law
3. Legislation
4. Workplace Culture
5. Remote & Hybrid working
6. Level 7 apprenticeship funding cuts to cost employers £214m
7. Just in Case You Missed It...
8. HR Developments
9. Employment News in the Media
10. GB Developments
11. Friends of Legal Island
12. Free Webinars This Month

Lucas v Eurocoach (NI) Ltd [2025]

Summary Description: 

Appeal dismissed on the basis that there were no errors of law found, and it was not for the Court of Appeal to reopen the facts as determined by the Tribunal.  

Claimant: 

Alan Lucas

Respondent: 

Eurocoach (NI) Ltd

Practical Guidance for Employers:

It was interesting that there were a range of cases referred to in the judgment arising from the Industrial Tribunal in which appellants sought to open the factual issues at the Court of Appeal.  This may be due to the lack of funding for Tribunal actions and the extent to which there are litigants in person – however – it should be noted that where an appeal is being lodged that there is that elevated threshold and it is not the role of the Court of Appeal to enter into an examination of the factual background or to displace the factual findings of the Tribunal.  

Read the Review in full: 
Lucas v Eurocoach (NI) Ltd [2025]
 

McKay v Adatar Ltd [2025]

Summary Description: 

Claimant entitled to notice pay, holiday pay and arrears when he was dismissed by text message after 2 months of employment.

Claimant:

Mark McKay

Respondent: 

Adatar Ltd

Practical Guidance for Employers:

The importance of ensuring that there is a proper end to the employment relationship even when it is before the one-year period of continuous service is clear here. This could have been dealt with at the end of the relationship by checking to ensure that notice period and outstanding holiday pay had been resolved. Such checks should be routine when an individual is leaving their employment to avoid situations in which Tribunal action is taken.  

Read the Review in full:
McKay v Adatar Ltd [2025]

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These case reviews were written by Jason Elliott BL.  NI Tribunal decisions are available on the OITFET website:
http://www.employmenttribunalsni.co.uk/  

If you have any queries or wish to comment on the reports please feel free to contact Jason at: jasondelliott@outlook.com 

Jason Elliott was called to the Bar of Northern Ireland in 2013 and is the Associate Head of School of Law at Ulster University.  As a practising barrister, he has developed a largely civil practice representing individuals, companies and public bodies in litigation.  This covers a wide range of areas including personal injuries, wills and employment law. In terms of employment law, he has represented both applicants and respondents in the Industrial Tribunal.   At Ulster University, Jason lectures extensively on the civil areas of practise such as Equity and Trusts and delivers employment law lectures for both undergraduate and postgraduate students.

Remember: Our case law reviews are held in our case law section on our fully-searchable employment law hub website:
https://www.legal-island.com/employment-law-hub/case-law-search-page/

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I tried using AI as a coach - and honestly, it worked better than I expected!

As part of a recent pilot at Legal Island, we explored how digital coaching using AI could support personal and professional development. Read more here. 

Law Society calls for “one-stop shop” AI platform for civil justice

The Law Society’s final 21st Century Justice report urges the creation of an AI-powered “one-stop shop” to guide people through the civil justice system, likened to a legal NHS 111. It cites promising results from a similar employment law tool developed by the SRA, Access to Justice Foundation, and Bangor University. More here from Legal Futures.

AI or Die: Why Waiting Is a Losing Strategy

This week Barry Phillips looks at a few stats that suggest HR needs to make bold moves in AI.

AI or Die: Why Waiting Is a Losing Strategy

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Data (Use and Access) Act 2025

Read here. 

UK data protection law changes and EU GDPR simplification proposals: what you need to know

The team at Penningtons Maches Cooper LLP provide an overview of the changes in this article for Lexology. 

And…

You can also find guidance from the ICO here:

UK organisations stand to benefit from new data protection laws

Discover more here. 

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NMC sets EDI targets to eliminate disparities and drive culture change

The Nursing and Midwifery Council (NMC) has launched new equality, diversity and inclusion (EDI) targets to drive fairness in its regulatory processes and for its staff. The new targets aim to eliminate disparities in the NMC’s Fitness to Practise (FtP) processes, including disproportionate referrals made by employers, and differential experiences and outcomes in education and training. Keep reading. 

Assumption staff call for 'truth and transparency' as they say school has 'culture of cover-up' after EA investigation

A large number of staff at a Northern Irish grammar school have written a letter to the Board of Governors calling for "truth and transparency" in the wake of an EA investigation into financial management. More than 60 members of staff, including some from the senior leadership team, have signed a letter to the board of governors at Assumption Grammar School in Ballynahinch where they have expressed their concerns over what they see as a "culture of cover-up" that has "morale at an all-time low". Belfast Live has more on this story.

HSBC’s Office Mandate: The Legal Implications of Reversing Remote Working Trends

As HSBC considers requiring staff to return to the office three days a week, Head of Employment Tania Goodman from Collyer Bristow LLP explores the legal implications for employers revisiting hybrid working arrangements in this article for Lexology.
See the full story. 

FCA Whistleblowing: Prescribed Persons Annual Report 2024/25

Whistleblowing plays a vital role in shining a light on wrongdoing within the financial sector, and the number of reports the Financial Conduct Authority (FCA) received is continuing to rise, up to 1,131 last year. Read the full piece here. 

And…

Study reveals generational difference in whistleblowing

Attitudes to whistleblowing, a study by charity Protect, looked into generational differences in whistleblowing across the UK. It found 61% of people, across all age groups, would opt to speak to their line manager or supervisor if they witnessed wrongdoing or malpractice in the workplace but ‘some generations were more willing to speak up than others’. 
The Law Gazette has more on this.
 
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Finance workers draw line on work-life balance

HSBC recently made headlines after warning UK branch staff they could lose bonuses if they didn’t return to the office often enough. It’s the latest in a wave of major employers tightening hybrid working policies – with some pushing for four or even five days a week back at the desk. From Wall Street banks to high street giants, there’s a growing sense that the great remote work experiment is over. Yet if the 2025 ICAS Careers Survey is anything to go by, many finance professionals didn’t get the memo – or simply aren’t buying it, reports The Scotsman.

Morrisons orders head office staff back to full five-day week

Morrisons has told its head office staff in Bradford they must work five days a week in the office, reversing its previous flexible working policy. Previously, Morrisons allowed head office employees to work 37.5 hours over four and a half days. The new full five-day week aims to help the retailer respond to rising market pressures from rivals including Aldi, Tesco and Asda, which are all engaged in aggressive price-cutting. More from the Retail Gazette here. 

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The government’s decision to cut Level 7 apprenticeship levy funding for apprentices aged over 21 will cost UK employers around £214 million in additional training costs. With 89% of Level 7 apprentices aged over 21, research from the University Vocational Awards Council (UVAC), the higher and degree apprenticeship organisation representing more than 80 universities, also reveals the extent to which cuts will widen the skills gap, hinder social inclusion and stifle economic growth. Education secretary Bridget Phillipson announced last month that from January 2026, only people aged 16-21 can be funded. Personnel Today has more on this story. 

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E is for Ethics: The Moral Compass of HR

Ethical practice is the application of ethical values to organisational behaviour. Ethics in HR is crucial for fostering a positive work environment, building trust, and ensuring legal compliance. It promotes fairness, transparency, and accountability in all HR practices, leading to increased employee engagement, better talent attraction and retention, and a stronger organisational reputation. Charlotte Eakin of AAB People has more.

‘Good Jobs’ proposals: What changes may be happening to pay and benefits in Northern Ireland?

NI employment law is set for major reform - discover what’s coming on pay, benefits, and the right to disconnect. Kevin Gallagher and Manus Kearney of Lewis Silkin (NI) LLP have more here. 

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Psychological safety for neurodiversity: One size does not fit all

Psychological safety is the secret sauce of brilliant teams, but how does it actually play out, especially when neurodivergent minds are in the mix? This article from the Training Journal explores what it means to feel safe, seen and supported at work, and why listening better might just be the leadership superpower we all need. Read the full story here. 

HR underprepared for likely increase in M&A activity

Despite a record slow start for 2025, more than half of companies (54%) expect M&A activity to increase, according to a survey of senior HR professionals by WTW, the global advisory, broking and solutions company. Only a fifth (19%) anticipate deal activity to decrease. HR teams state that they are under increasing pressure, however, with 65% feeling less than fully prepared to handle their potential M&A deals. Respondents acknowledged significant challenges in executing HR due diligence, which typically includes a thorough review of a target company’s HR policies and practices to assess potential liabilities, synergies and risks related to the workforce. Personnel Today has more. 

Employees want more upskilling and apprenticeships to narrow the skills gap

UK employees appear optimistic about government plans to close the skills gap, new research has revealed, with just over half agreeing that upskilling and apprentice schemes are the most effective ways of bridging the deficit. The study, by professional skills and insights firm O’Reilly, did, however, find that learning and development was not discussed or measured as part of performance reviews for nearly a third (30%) of UK employees. Discover more from Personnel Today.

How to ensure disciplinary and grievance procedures are watertight

The top three reasons for disciplinary action are:
Absenteeism – 36%
Poor performance – 30%
Conduct – 21%

With employee relations issues on the up, People Management explores how HR can best avoid landing in legal hot water. Keep reading. 

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Dating app Bumble announced plans to lay off almost a third of its workforce as part of a bid to return to a “start-up mentality” as it fights to revive growth. The Austin, Texas-based company is cutting about 240 roles, or 30% of its global staff, amid a turnaround effort. Its stock has tumbled since the firm went public in 2021. More from the Guardian here.

Former GB News presenter Albie Amankona is suing the broadcaster for unfair dismissal after being taken off air in July 2024. The move followed his on-air comment describing former home secretary Suella Braverman as a “racist.” GB News later apologised to Braverman, saying the remark caused “unnecessary offence.” Read the full story here. 

Seafarers’ union RMT demanded urgent action from the Government to ensure unions can take pre-emptive legal action against law-breaking employers before they carry out mass sackings like those seen at P&O Ferries. The union is calling for the introduction of a pre-emptive injunctive relief power, allowing unions to stop rogue employers in the courts before they axe unionised crews and replace them with agency labour on poverty pay and exploitative rotas. 
More on this from RMT here. 

The UK’s Big Four accountancy firms—Deloitte, EY, KPMG, and PwC—are cutting hundreds of jobs and scaling back graduate recruitment as generative AI begins replacing junior roles. Over two years, early-career hiring has dropped by up to 29%, with KPMG making the biggest cuts. The move reflects cost-saving efforts amid a consulting slowdown and growing reliance on AI to handle admin tasks. City AM has more here.  

A judgement handed down by the Employment Tribunal ruled that Wilko had failed to properly consult with workers prior to going bust in 2023. As a result, around 9,000 former staff who worked in a store with 20 or more people will get 4 days pay, while roughly 1,100 who worked in a distribution centre or support centre role will get 13 days pay. 
More from the Worksop Guardian.

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EHRC formally abandons single-sex toilet stipulation

The EHRC in England & Wales has now formally abandoned its contention that employers must provide single sex toilets following the service by Good Law Project of its claim for judicial review. Its initial position, which it rushed out in the aftermath of the Supreme Court decision states that “In workplaces, it is compulsory to provide sufficient single-sex toilets, as well as sufficient single-sex changing and washing facilities where these facilities are needed.” Its revised position, was issued after Good Law Project served its claim form.  You can read more on this from the Good Law Project.

Employers could soon be forced to disclose pay in job ads

The government is proposing employment law reforms to address pay gaps linked to gender, race, class, and disability. Following an April consultation on equality law, a key proposal is the creation of an Equal Pay Regulatory and Enforcement Unit with powers to enforce standards, provide legal support, and resolve disputes. The changes aim to align UK law with the EU Pay Transparency Directive. You can read more on this story from Startups here. 

Acas: Employers and flexible working: what are the current challenges? 

A YouGov poll commission by Acas found 3 areas where confidence was lowest ('not confident' or 'not at all confident'):
 

• handling an appeal from the employee about the decision (16%)
• identifying if the request relates to a reasonable adjustment for a disability (10%)
• integrating the agreed arrangement into the workplace – for example, adjusting schedules, workflows (9%)

Find out more here. 

Almost 40% of young workers mistakenly believe they are in a final salary pension

Nearly 40 per cent of people aged between 18 to 24 said they thought they were part of a final salary pension scheme, found research by campaign Get Britain Pension Ready. This is despite the fact most final salary pension schemes were phased out in almost all of the private sector long before the time that 18 to 24-year-olds entered the workplace. 
The Daily Mail has more on this.

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Employment Judge appointment

NIJAC is now launching a Scheme to recruit for the office of Employment Judge for Industrial Tribunals and Fair Employment Tribunal Northern Ireland and to maintain a reserve list which will last for 12 months from the date of the first swearing in (but no more than 15 months from the published anticipated appointment date).

Eligibility:

To be eligible for appointment as an Employment Judge of the Industrial Tribunal and Fair Employment Tribunal, a person must, by the anticipated date of appointment (Monday 1 December 2025) be:

• be a member of the Bar of Northern Ireland or solicitor of the Court of Judicature of Northern Ireland of at least seven years’ standing; or
• have a seven year general qualification within the meaning of section 71 of the Courts and Legal Services Act 1990; or
• be an advocate or solicitor admitted in Scotland of at least seven years’ standing.

Salary: £134,105 per annum

Opening: Friday 27 June 2025     
               
Closing: 12 noon Monday 28 July 2025                    

Further information will be made available on NIJAC’s website www.nijac.gov.uk 

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FREE WEBINAR: MCS Lunch and Learn: What Top Recruiters Know that You Don’t (Yet)    

🔔 Please note that the webinar has been rescheduled to 23rd July.

🗓  Thursday, 23 July 2025
🕚 12:00 – 12:45 (45 mins)
💻 Online

Register HERE.
                                                           
Join Julie from Legal Island for an MCS Lunch and Learn webinar with leading recruitment experts Ryan Calvert and Rebekah Mulligan. In the first quarter of 2025, the business and recruitment landscape has already been reshaped by macroeconomic, socio-economic, and political forces. Policy changes, inflationary pressures, and shifts in the labour market are compelling organisations across the UK and Northern Ireland to reassess their HR strategies. As workforce dynamics continue to evolve and skills demands grow, it’s essential for HR professionals to adapt their approaches to remain competitive and effectively meet new challenges.

In this 45-minute webinar, Ryan and Rebekah will share the latest trends in recruitment, exploring how organisations are addressing skills shortages, meeting the demand for flexible work, and adapting to the changing expectations of today’s candidates. From the rise of AI-assisted applications to the impact of global DEI rollbacks on local employer brands, they’ll outline the trends that will define talent acquisition in 2025 and beyond.

In this session, we’ll cover:

• Evolving Hiring Trends – Gain insight into where job demand is expected to increase in the next year.
   
• Practical Strategies for Addressing Skills Shortages and Talent Demands – Learn how organisations are responding to economic pressures and shifting labour markets.
   
• Building an Authentic and Competitive Employer Brand – Discover how cultural fit and retention efforts can strengthen your recruitment strategy.

Learn how to build trust and strengthen your employer brand in an era where candidates are more informed than ever. Our experts will also discuss how HR teams can stay authentic and competitive in a rapidly shifting environment - ensuring your organisation’s values shine through at every touchpoint, from job adverts to interviews and beyond. Expect practical tips, straight-talking insights, and just enough humour to make your talent challenges feel (almost) manageable.

Got questions? Bring them along! Ryan and Rebekah will be answering audience questions, giving you the chance to get expert advice on the issues that matter most to you.

Check out previous discussions:
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