Post-termination restrictions (also known as restrictive covenants) in employment contracts are clauses that place limitations on an employee's activities after they leave their employment. These restrictions can cover a range of activities, from preventing employees from working for competitors to restricting them from soliciting clients or poaching other employees. In this article, we will explore what post-termination restrictions are, why employers use them, how enforceable they are, and what employees should consider before agreeing to them.

If you're involved in a claim before the Employment Tribunal, whether it's related to unfair dismissal, discrimination, or another workplace issue, you may have heard the term "deposit order." But what exactly is a deposit order, and how might it affect you as an employee? In this article, we'll explain what deposit orders are, why they are used, and what you can do if the Tribunal considers one in your case.

As an employer, dealing with claims brought before the Employment Tribunal can be both time-consuming and costly. If you're facing a claim, whether for unfair dismissal, discrimination, or any other workplace dispute, you might encounter the term "deposit order." What does a deposit order mean for you as an employer, and how could it impact your case? In this article, we will explain what deposit orders are and why they may be used.

The Rise of Unfair Dismissal Claims: What Employers Need to Know Unfair dismissal claims are on the rise in the UK, a trend that poses significant challenges for employers. According to recent statistics from the Advisory, Conciliation and Arbitration Service (ACAS), there has been a notable increase in the number of employees seeking recourse through Employment Tribunals. This upward trend is attributed to a variety of factors, including economic instability, evolving workplace dynamics, and heightened employee awareness of their rights. In this article, we explore the key drivers behind the rise in unfair dismissal claims, the legal framework that underpins these claims, and actionable steps employers can take to mitigate risks.

The UK employment law landscape is on the brink of a significant transformation with the proposed extension of time limits for tribunal claims. This change, driven by the Employment Rights Bill, aims to double the current limitation period from three to six months. This article delves into the implications of this amendment, exploring its potential benefits and drawbacks for both employees and employers.

Employment law is constantly evolving, and 2025 is shaping up to be a landmark year for changes in the employment tribunal system. Businesses and employees alike need to prepare for new rules and procedures to ensure that they remain compliant. Below, we examine the potential updates, the likely impact on employers and workers, and how best to navigate this changing landscape.

The seminar featured insightful discussions. One employment lawyer and mother spoke about her efforts to guide her sons toward healthy notions of masculinity, emphasising the importance of positive male role models.

In Cullingford v Secretary of State for Justice 2024, the employment tribunal held that the employer was not obliged to permit the claimant to have her dog accompany her in her car for work by way of a reasonable adjustment. Mrs Cullingford, a County Court Bailiff suffered from anxiety linked to cancer and the presence of her dog provided her with emotional support at work.

The Labour Party came into power in 2024 with a promise of substantial reforms aimed at enhancing worker’s rights, improving work-life balance, and addressing inequalities in the workplace.