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Articles by Jonathan Tuck
United Kingdom: Duty to Inform Workers on TU Rights
In brief The Employment Rights Act 2025 introduced a new duty on employers to provide workers with a written statement informing them of their right to join a trade union. In its response to the consultation on the new duty, the government confirms more details including that it will apply from January 2027, not October 2026 as expected.
United Kingdom: New Trade Union Right of Access
In brief From October 2026, UK trade unions will have a new statutory right to access workplaces — physically and digitally — for recruitment, organising and representation purposes. The government’s draft Code of Practice makes clear that access will be the default outcome if a union asks, accompanied by a short timeline and backed by Central Arbitration Committee (CAC) enforcement and significant financial penalties of up to GBP 500,000.
United Kingdom: Employment Rights Act 2025 – Summary and Next Steps
In brief The Employment Rights Bill was approved and finalised on 18 December 2025, after many rounds of parliamentary “ping pong”, becoming the Employment Rights Act (ERA) 2025. Its final form is substantively very similar to previous versions, with one important exception: the retention of a qualifying period for unfair dismissal rights (albeit reduced from two years to six months) and the removal of any cap on unfair dismissal compensation.
United Kingdom: Employment Rights Act 2025 – Summary and Next Steps | Insight | Baker McKenzie
In brief The Employment Rights Bill was approved and finalised on 18 December 2025, after many rounds of parliamentary “ping pong”, becoming the Employment Rights Act (ERA) 2025. Its final form is substantively very similar to previous versions, with one important exception: the retention of a qualifying period for unfair dismissal rights (albeit reduced from two years to six months) and the removal of any cap on unfair dismissal compensation.
United Kingdom: Working with Unions – January 2026 | Insight | Baker McKenzie
Skip to content In brief Welcome to the January 2026 edition of the "Working with Unions" Bulletin, designed to keep you informed about key legal developments and cases affecting trade unions and employee representative bodies.
United Kingdom: Stonewall Did Not Cause or Induce Discrimination
Skip to content In brief The Equality Act 2010 establishes that a person or organisation can be liable for instructing, causing or inducing another person to commit unlawful discrimination against a third person. In this case, a barrister with gender-critical beliefs was found by an employment tribunal to have been directly discriminated against by her chambers (which announced on social media that it was opening an investigation into her tweets).
United Kingdom: Employment Rights Act 2025 – Summary and Next Steps | Insight | Baker McKenzie
In brief The Employment Rights Bill was approved and finalised on 18 December 2025, after many rounds of parliamentary “ping pong”, becoming the Employment Rights Act (ERA) 2025. Its final form is substantively very similar to previous versions, with one important exception: the retention of a qualifying period for unfair dismissal rights (albeit reduced from two years to six months) and the removal of any cap on unfair dismissal compensation.
United Kingdom: Employment Rights Bill passed and due to receive Royal Assent
Yesterday (16 December 2025), the House of Lords backed down and accepted the last remaining issue in dispute in the Employment Rights Bill between the two Houses of Parliament: whether the cap on unfair dismissal should be removed. For more information, see our previous update. This means that the Bill will shortly receive Royal Assent and is expected to become law as the Employment Rights Act 2025.
United Kingdom: Government issues new modern slavery guidance on supply chain transparency
In March 2025, the Home Office issued a revised version of its statutory guidance “Transparency in Supply Chains” following the House of Lords Modern Slavery Act 2015 Committee’s report. This marks the first full revision of the guidance in nearly a decade. In an article for Compliance & Risk, Jon Tuck and David Yadid examine the current legal framework under the Act, unpack the key changes introduced by the new guidance, and consider their implications for businesses.
United Kingdom: Government issues new modern slavery guidance on supply chain transparency
In March 2025, the Home Office issued a revised version of its statutory guidance âTransparency in Supply Chainsâ following the House of Lords Modern Slavery Act 2015 Committeeâs report. This marks the first full revision of the guidance in nearly a decade. In an article for Compliance & Risk, Jon Tuck and David Yadid examine the current legal framework under the Act, unpack the key changes introduced by the new guidance, and consider their implications for businesses.
United Kingdom: Employment Rights Bill - current status and next steps
Find out more about Lexology or get in touch by visiting our About page. It's now almost ten months since the government published the draft Employment Rights Bill, its flagship legislation intended to implement key aspects of its employment rights and industrial relations policies. In the interim, we have seen the first tranche of consultation exercises on specific aspects of the Bill, with several more announced.
United Kingdom: Government publishes consultation outcomes and amendments to Employment Rights Bill
In brief The government published its flagship Employment Rights Bill (ERB) in October 2024. Much of the ERB is subject to further consultations, the first tranche of which completed in December. The government has now published its responses to those consultations, as well as proposed amendments to the ERB, both in areas covered by the consultations and others.
Yes, the EU CSRD Impacts US Multinational Employers Too
The European Union’s Corporate Sustainability Reporting Directive is a regulation requiring covered companies to disclose information on what they see as the risks and opportunities arising from social and environmental issues, and on the impact of their activities on people and the environment. The CSRD impacts not only EU-based companies, but also non-EU companies that have substantial activities or a physical presence in the EU.
European Union: Essential insights for HR on the Corporate Sustainability Reporting Directive
In brief The Corporate Sustainability Reporting Directive (CSRD) moves ESG reporting from a voluntary framework to a detailed compliance necessity for in-scope organisations. Most large companies will be required to comply with mandatory, detailed sustainability reporting standards that include extensive employment related disclosures on both their own workforce and workers in their value chain. These will cover some potentially very sensitive topics.
United Kingdom: Government launches consultation on strengthening statutory sick pay
Further to the Employment Rights Bill that was published on 10 October 2024, the government has launched a consultation on strengthening statutory sick pay. The consultation seeks views on the amount of statutory sick pay that employees earning less than the current eligibility threshold should receive as part of the amendments to the Employment Rights Bill. The Employment Rights Bill provides for a new universal entitlement to statutory sick pay from an employee’s first day of illness.
Global Compliance News
In the face of intensifying geopolitical risk and continuing economic uncertainty, the challenges for global employers to plan carefully and operate strategically to maintain a thriving workforce is greater than ever.
United Kingdom: Statutory fire and rehire code comes into force
In brief On 18 July 2024, the statutory Code of Practice on Dismissal and Re-engagement (also known as fire and rehire) came into force.
New Government, New Law? | Insight | Baker McKenzie
New Government, New Law? On Thursday, 4th July, the UK voted for a new Labour government. In its manifesto, the Labour party promised sweeping changes to UK employment law, and now has a mandate to deliver them. But what does this mean for employers? Taking place the day after the State Opening of Parliament and the King’s Speech, join us for this timely and informative session, where we will hear from our London employment partners Julia Wilson, Kim Sartin, Jon Tuck, and Stephen Ratcliffe.
United Kingdom: Do striking workers have protection from action short of dismissal?
In brief In an article published for Law360, Jon Tuck, Richard Cook, and Megan Clarkson Bowly discuss the implications of the Supreme Court’s decision in Mercer v. Secretary of State for Business and Trade, considering whether workers participating in industrial action are protected from action short of dismissal under the Trade Unions and Labour Relations (Consolidation) Act 1992. Click here to access the full article.
Global Compliance News
In an article published for Law360, Jon Tuck, Richard Cook, and Megan Clarkson Bowly discuss the implications of the Supreme Court’s decision in Mercer v. Alternative Futures Group, considering whether workers participating in industrial action are protected from action short of dismissal under the Trade Unions and Labour Relations (Consolidation) Act 1992.
United Kingdom: Supreme Court rules that employees should be protected from action short of dismissal for participating in industrial action
In brief The Supreme Court has ruled that section 146 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) which does not prevent employers from taking action short of dismissal in response to striking employees is incompatible with Article 11 of the European Convention of Human Rights (ECHR).
United Kingdom: Supreme Court rules that employees should be protected for action short of dismissal for participating in industrial action
In brief The Supreme Court has ruled that section 146 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) which does not prevent employers from taking action short of dismissal in response to striking employees is incompatible with Article 11 of the European Convention of Human Rights (ECHR).
United Kingdom: Summary of employment law changes in April 2024
Share Share on Facebook Share on Twitter Email In brief A number of employment law changes will, or are expected to, come into force in April in the UK that employers should make note of. We have summarised them here for reference. *(Please note that these dates are not confirmed and are expected dates.)
United Kingdom: Government publishes draft statutory fire and rehire code
In brief Following a public consultation last year, the UK government has now published a revised draft statutory Code of Practice on Dismissal and Re-engagement (also known as fire and rehire) for Parliament to approve. Following consultation on the earlier draft, the revised Code has been simplified, shortened and made less technical to aid understanding although the overall process and considerations remain broadly the same.
United Kingdom: Summary of employment law changes in April 2024
In brief A number of employment law changes will, or are expected to, come into force in April in the UK that employers should make note of. We have summarised them here for reference.
United Kingdom: Government publishes draft statutory fire and rehire code
In brief Following a public consultation last year, the UK government has now published a revised draft statutory Code of Practice on Dismissal and Re-engagement (also known as fire and rehire) for Parliament to approve. Key takeaways Following consultation on the earlier draft, the revised Code has been simplified, shortened and made less technical to aid understanding although the overall process and considerations remain broadly the same.
United Kingdom: Extension of redundancy protection for employees who are pregnant or returning from family leave
In brief From 6 April 2024, the current right of employees on maternity, adoption, and shared parental leave (“family leave“) to be offered suitable alternative employment in preference to other employees who are at risk of redundancy will be extended to cover pregnant employees, and those who have recently returned from such types of family leave.
United Kingdom: Working with Unions bulletin | January 2024
Welcome to this edition of the "Working with Unions" bulletin designed to keep you updated with key cases and legal developments affecting trade unions and employee representative bodies. This bulletin covers the long-awaited decision of the Supreme Court on whether the right to form and join a trade union under Article 11 of the European Convention of Human Rights extends to independent contractors.
United Kingdom: Supplying temporary workers to cover the duties of strikers is a criminal offence
In July 2022, the law changed to allow employment businesses to supply workers to cover the duties of those taking part in official industrial action. Previously, it had been a criminal offence to do so. Following a successful judicial review challenge brought by unions, that law has been quashed.
United Kingdom: Supplying temporary workers to cover the duties of strikers is once again a criminal offence
Key takeaways In July 2022, the law changed to allow employment businesses to supply workers to cover the duties of those taking part in official industrial action. Previously, it had been a criminal offence to do so. Following a successful judicial review challenge brought by unions, that law has been quashed.
United Kingdom: Dismissal is discriminatory only if decision-maker personally had discriminatory motive
In brief The EAT has confirmed that a decision to dismiss based on “tainted information” given by another individual to the decision-maker would not make the dismissal discriminatory unless the decision-maker themselves were motivated by the protected characteristic in question. Facts Ms Ferridge-Gunn was dismissed during her probationary period after she notified her employer of her pregnancy, allegedly on performance grounds.
United Kingdom: Dismissal is discriminatory only if decision-maker personally had discriminatory motive
In brief The EAT has confirmed that a decision to dismiss based on "tainted information" given by another individual to the decision-maker would not make the dismissal discriminatory unless the decision-maker themselves were motivated by the protected characteristic in question. In more detail Facts Ms Ferridge-Gunn was dismissed during her probationary period after she notified her employer of her pregnancy, allegedly on performance grounds.
United Kingdom: Working with Unions bulletin | October 2022 to March 2023
Welcome to this edition of the “Working with Unions” bulletin designed to keep you updated with key cases and legal developments affecting trade unions and employee representative bodies.
United Kingdom: New government consultation on statutory fire and rehire code published
In brief The UK government has opened a new consultation on a statutory Code of Practice on Dismissal and Re-engagement (also known as fire and rehire). Key takeaways Last year, the government announced that it would introduce a new statutory Code of Practice on employers using "fire and rehire" practices to implement changes to employees' terms and conditions of employment. The draft Code (Code) does not impose any legal obligations on employers and there is no freestanding liability for breach.
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