A derogatory comment posted on social media will be defamatory if it contains an untrue imputation against the employer that serves to undermine the reputation of the organisation in the eyes of "right thinking" members of society. For the material to be libellous it must be in permanent form and must clearly identify the organisation (whether directly or by inference), and the meaning of the statement must be such that, in their natural and ordinary sense, the words are capable of damaging...

The Employment Rights Bill currently imposes a duty on employers to take reasonable steps to prevent sexual harassment from occurring in the workplace, instead of just reasonable steps. From October 2026, this will become all reasonable steps which means employers will be held liable for third-party harassment if they fail to take all reasonable steps to prevent it. This liability is not just limited to sexual harassment, but extends to harassment on the grounds of: age; disability; gender...

A job-share arrangement requires that there are two suitable employees available to share the role. What happens if one half to the job-share agreement resigns or is dismissed should be agreed at the outset of the arrangement. A flexibility clause could be included in the job-share employees' contracts, requiring the remaining employee to revert to full-time working, or part-time working in a non-job-share role. The employer must exercise this flexibility in a reasonable manner. If the...