Employment Law Weekly News Update
In this edition:
• The EAT hold that the refusal of a transfer request from a non-disabled police officer was direct discrimination because of perceived disability, as the employer believed a hearing impairment could incur future liabilities.
• The Ministry of Justice has published Quarterly Statistics, July to September 2017, giving the first indication of the situation after ET fees were abolished in July 2017 and which show that single ET claims increased by 64%.
• Businesses failing to comply with gender pay gap reporting regulations could face unlimited fines and convictions, the Equality and Human Rights Commission has warned as it published its enforcement strategy.
• The CIPD have put together a hub to support the HR profession in changing workplace cultures for the better with some practical support around key areas to tackle sexual harassment and bullying at work.
Other News
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29th July 2026
Saul Lehrfreund and Parvais Jabbar appointed to the House of Lords
We are delighted that Saul Lehrfreund and Parvais Jabbar have been appointed to the House of Lords as life peers, recognising their outstanding contributions to human rights, access to justice and criminal justice reform.
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29th July 2026 Family
SMB Retains Band 1 Ranking for Family and Matrimonial Finance
SMB is delighted to again have been awarded Band 1 ranking for Family and Matrimonial Finance in the latest Chambers High Net Worth Guide.
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29th July 2026 Corporate, Commercial & Finance
Data Protection Complaints – Action needed for every data controller
Much of the attention around the Data (Use and Access) Act 2025 (DUAA) has focused on technical changes that appeal to data protection geeks (like me and my colleagues?) such as the scope of a reasonable and proportionate search, how controllers can use automated decision-making and a broad lawful basis of legitimate interests for scientific research. However, one of the most immediate practical changes for all organisations is the introduction of a formal requirement to have a process for handling data protection complaints. This affects every organisation that processes personal data.
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