Until recently, an employer could safely withdraw a conditional job offer without notice, provided the contract had not yet been issued. A recent Employment Appeal Tribunal decision has changed that. Here’s what the case means for employers, why our advice has shifted, and how to make sure your offer letters still protect you.
We’re delighted to announce that we’ll be exhibiting at the Ice Cream & Artisan Food Show 2026, taking place on 3–4 February 2026, and we’d love to see you there! Following the fantastic work we’ve already done with the Ice Cream Alliance (ICA) on HR support,...
Major Changes to Physician Associate Roles Following Leng Review: What NHS Practices Need to Know The recent publication of the Leng Review has included recommendations which require significant changes, specifically around the role of Physician Associates. What...
It is safe to say that AI is well and truly part of our day to day lives, whether it be via algorithms suggesting what we watch or listen to, or intelligent systems within accounting software for example. There is not doubt that AI can be helpful but it also comes...
The recent Supreme Court decision in For Women Scotland v The Scottish Ministers has prompted the Equality and Human Rights Commission (EHRC) to issue an interim update addressing the implications of this ruling. This update specifically addresses how the judgment...
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
October is here and, while Halloween is just around the corner, there’s nothing scary about our latest HR newsletter! 👻
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In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.