🚀 Top 5 Things You Need to Know This Week (Short on time? Start here!):

1. 📃 Good Jobs Bill – The Essentials - What it means, why it matters — fast facts only!
2. ⚖️ Supreme Court Fallout – Single-sex spaces under the spotlight 🔍
3. 🔐 Cyber Trouble for M&S – A major attack threatens to derail a strong 2025 start 🛑🛒
4. 💥➡️🤝 Turn Conflict into Collaboration!
5. 🤖 AI Anxiety Grows – 1 in 4 workers fear for their jobs, says Acas survey 😟

And in other news..........M&S got you side-eyeing your inbox? Come along to the Northern Ireland Data Protection Update 2025 on 21 May! We’re teaming up with the experts at Pinsent Masons to talk breaches, fixes, and how to keep your data drama-free. It’s practical, it’s useful, and yes — we promise real-life examples, not just scary headlines. FIND OUT MORE

**If you have any difficulties accessing the article or resetting your password (if you haven’t already done so in 2025) please email hub@legal-island.com and we’ll be in touch with you as soon as possible.**

1. Case Law Reviews
2. AI and Employment Law
3. Good Jobs Bill - Latest developments!
4. Supreme Court ruling fall-out - single-sex spaces
5. M&S: cyber-attack fallout
6. Belfast council approves extended Sunday opening hours pilot scheme
7. Consultation on Addressing Age Discrimination in Goods, Facilities, and Services
8. Restructuring and Redundancies
9. Just in Case You Missed It...
10. HR Developments
11. Employment News in the Media
12. GB Developments
13. Free Webinars this Month

Madu v Loughborough College [2025] EAT 52

Summary Description: 

Appeal against costs award allowed with the EAT citing that there could be a distinction to be drawn when it comes to discrimination claims compared to other types of claim.

Claimant: 

A Madu

Respondent:

Loughborough College

Practical Guidance for Employers:

The Judge has very clearly explained a key distinction as it arises between different types of claims and how the same law relating to costs application may need to be looked at in light of the claim.  In this situation – a minor distinction between changing the date and changing the time for instance may give some grounds for believing that the difference in treatment was due to race. Whilst that may not have been the case – the Tribunal would need to be aware of whether there were no reasonable prospects of success and in the contextualised position of discrimination cases this would have to be looked at from when the case was started rather than after the evidence had been given and cross-examined.

Read the Review in full:
https://legal-island.com/employment-law-hub/madu-v-loughborough-college

Doyle v T Met Limited [2025] NIIT 17168/24IT

Summary Description:

Time was not extended for a claimant who stated they were confused between the role of the LRA and the Tribunal in the process for lodging a claim.

Claimant:

William Doyle

Respondent:

T Met Ltd

Practical Guidance for Employers:

The application of the time limits and difficulties encountered by claimants is something the Tribunal must regularly deal with. The issue raised was alleged confusion between the role of the LRA and the Tribunal in the process.  However, the Tribunal has demonstrated that this is insufficient as in asking whether it is reasonable to allow time to be extended the claimant should take reasonable steps which includes making reasonable inquiries. This was not done in this case.

Read the Review in full:
https://legal-island.com/employment-law-hub/doyle-v-t-met-limited
 
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These case reviews were written by Jason Elliott BL.  NI Tribunal decisions are available on the OITFET website:
http://www.employmenttribunalsni.co.uk/

If you have any queries or wish to comment on the reports please feel free to contact Jason at: jasondelliott@outlook.com 

Jason Elliott was called to the Bar of Northern Ireland in 2013 and is the Associate Head of School of Law at Ulster University. As a practising barrister, he has developed a largely civil practice representing individuals, companies and public bodies in litigation.  This covers a wide range of areas including personal injuries, wills and employment law. In terms of employment law, he has represented both applicants and respondents in the Industrial Tribunal.   At Ulster University, Jason lectures extensively on the civil areas of practise such as Equity and Trusts and delivers employment law lectures for both undergraduate and postgraduate students.

Remember: Our case law reviews are held in our case law section on our fully-searchable employment law hub website:
https://www.legal-island.com/employment-law-hub/case-law-search-page/

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Quarter of employees worried AI will threaten jobs – Acas

The report by the Advisory, Conciliation and Arbitration Service, conducted by YouGov, asked UK employees what their biggest concerns about the use of AI were. It found:

•    17% were worried about AI making errors
•    15% were concerned about a lack of regulation
•    26% believed AI would threaten their jobs.

You can read more from Personnel Today:
https://www.personneltoday.com/hr/quarter-of-employees-worried-ai-will-threaten-jobs-acas/

“When AI Becomes Too Much Like Us”

This week, Barry Phillips, considers whether ChatGPT is becoming not only too like a human but too like the actual user.

“When AI Becomes Too Much Like Us”

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In a Nutshell

The Minister for the Economy, Dr Caoimhe Archibald, set out that the upcoming employment law changes will include the following headlines:

• Written statement of particulars for 'workers' as a day one right
  
• Zero-hours contracts - bring an end to these exploitative contracts
  
• Agency Workers - enhanced protections and an end to the 'Swedish derogation'
  
• Fire & Rehire - end abuse of this tactic by, to use the Minister's words, 'perfectly solvent businesses'
  
• Code of Practice on 'Right to Disconnect'
  
• Tips - ensure workers receive 100%
  
• Guidance on recording of working time
  
• Amend holiday pay reference period to 52 weeks
  
• Trade Unions - modernise the framework including encouraging collective bargaining, expanding trade union recognition to workplaces with 10 or more employees, a Code of Practice on positive workplace relationships and Guidance on workplace access for trade unions
  
• Flexible Working - to be made a day one right, the removal of the need for an employee to consider the impact of the request on the employer and the number of requests that can be made each year increased to two (currently one)
  
• Family & Carers leave - enhanced rights, including neo-natal leave and pay and added protections from redundancy for women returning from maternity leave

How?

The Minister confirmed that the upcoming employment law changes will come about via:

• Primary legislation (a Bill)
  
• Secondary Legislation
  
• Statutory Codes of Practice
  
• Guidance

When?

👀 Watch this space..........Although it's likely we'll see before the end of this parliamentary mandate (in 2027).

Listen to the Minister's statement here:
Plenary Session - Monday 28 April 2025

Good Jobs Employment Rights Bill Public Consultation Response 

The Department for the Economy has completed a public consultation exercise on the Good Jobs Employment Rights Bill. The reports below present the findings of the public consultation and set out the measures the Department will take to ensure our employment framework supports Good Jobs. More direct from the Department of Economy: 
https://www.economy-ni.gov.uk/publications/good-jobs-employment-rights-bill-public-consultation-response 

Unions welcome progress towards a Good Jobs bill which helps workers and employers 

The trade unions will welcome this latest development in the legislative process for a Good Jobs bill which will fully utilise Stormont’s devolved powers over employment law. More: https://www.ictuni.org/news/unions-welcome-progress-towards-good-jobs-bill-which-helps-workers-and-employers 

Retail NI chief executive Glyn Roberts response to ‘biggest employment law upgrade since Good Friday Agreement’

In response to the publication, Retail NI chief executive Glyn Roberts, added: “It is important that this Bill works for businesses and employees alike. Many of our members have had concerns with new employment laws in the past that created more bureaucracy and paperwork. It is vital that this is not the case with this proposed legislation. Given that many small businesses and independent retailers are struggling with the Cost of Doing Business Crisis, we will be working to ensure that that the Good Jobs Bill does not add to that burden.” You can read more from the News Letter here:
https://www.newsletter.co.uk/business/retail-ni-chief-executive-glyn-roberts-response-to-biggest-employment-law-upgrade-since-good-friday-agreement-5103693

Zero-hours contracts to be restricted under new plans 

Zero-hours contracts could be tightly restricted in Northern Ireland under fresh proposals announced by Stormont's economy minister. The changes are planned as part of a major update to employment laws that Caoimhe Archibald intends to bring to the assembly. She said new legislation would put an end to "exploitative" zero-hours contracts and enhance protections for workers. More from the BBC: 
https://www.bbc.co.uk/news/articles/ce84mz4e9npo 

‘Good Jobs’ consultation outcome released: What may be changing in NI employment law?

Northern Ireland could be set for the most significant employment law reform in over a decade. The Department for the Economy has published The Way Forward — its official response to last year’s ‘Good Jobs’ Employment Rights Bill consultation. With Minister Dr Caoimhe Archibald now leading the agenda, this article from Lewis Silkin explores the key proposals the Executive is being asked to take forward. Read more here: 
‘Good Jobs’ consultation outcome released: What may be changing in NI employment law?

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Please note that the Northern Ireland Equality Commission has said that it aims to publish its own guidance in June 2025.

Businesses are bracing for trans policy rewrites

Campaigners and watchdogs say the Supreme Court’s recent ruling on trans inclusion in the Equality Act brought clarity. But for bosses, the topic is likely to become even more of a minefield, says Ali Lyon. More from City AM:
https://www.cityam.com/businesses-are-bracing-for-trans-policy-rewrites/

England & Wales EHRC: Interim update on single-sex spaces draws criticism

An interim update by the equality watchdog in England & Wales on the practical implications of the Supreme Court’s ruling on the definition of sex in the Equality Act has been described as ‘ill-considered and impractical’, with some MPs calling for it to be withdrawn. The Equality and Human Rights Commission published an interim update on Friday evening (25 April) following the landmark judgment in For Women Scotland v Scottish Ministers on 16 April, saying it is working to update both its statutory and non-statutory guidance. Read more on the England & Wales guidance here:
https://www.personneltoday.com/hr/ehrc-update-guidance-single-sex-spaces/

Supreme Court ruling and EHRC latest: how should HR respond?

Earlier this month, the Supreme Court ruled that the legal definition of a woman, according to the Equality Act 2010, is based on biological sex. The judgment in For Women Scotland (FWS) v Scottish Ministers caused equal amounts of celebration and consternation on both sides of the transgender rights debate. But in terms of how HR teams and managers deal with the practical issues, a number of questions remain. Catch up:
https://www.personneltoday.com/hr/supreme-court-ehrc/

MLAs clash over Supreme Court gender ruling

Members of the Northern Ireland Assembly have clashed over the UK Supreme Court ruling that a woman is defined in law by biological sex. The ruling was raised for debate by Democratic Unionist Party (DUP) assembly member Jonathan Buckley, who described it as a moment of "truth, clarity and common sense". First Minister Michelle O'Neill said she has "sought advice" from officials on how the judgment may apply in Northern Ireland. More from the BBC:
https://www.bbc.co.uk/news/articles/c39jyzx1e9lo

Equality Commission to publish guidance on Supreme Court ruling

Northern Ireland's Equality Commission has said it aims to publish new formal guidance in June after the Supreme Court's ruling that a woman is defined by biological sex. The court had been asked to decide on the proper interpretation of the 2010 Equality Act, which applies across Great Britain but not in Northern Ireland. The Equality Commission said it would "advise all employers and service providers, including councils, to review any policies that the Supreme Court judgment may impact on". More here from the BBC:
https://www.bbc.co.uk/news/articles/cg5q4g7zym3o

In the meantime, the Equality and Human Rights Commission in GB has provided an update is intended to highlight the main consequences of the judgment:
https://www.equalityhumanrights.com/media-centre/interim-update-practical-implications-uk-supreme-court-judgment

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M&S chaos: How can HR help prevent cyber attacks?

As retail giant Marks and Spencer continues to deal with the after-effects of a cyber attack, HR Magazine asked commentators how HR can help boost cyber security:
https://www.hrmagazine.co.uk/content/news/ms-chaos-how-can-hr-help-prevent-cyber-attacks

M&S betting on customer patience as cyber-attack threatens to ruin 2025’s strong start

Marks & Spencer was enjoying a strong start to 2025 thanks to a fashion revival and the warm spring weather. That has now been seriously undermined as the retailer scrambles to deal with disruption caused by a massive cyber-attack it first revealed a week ago. The Guardian has more:
https://www.theguardian.com/business/2025/apr/28/m-and-s-betting-on-customer-patience-as-cyber-attack-threatens-to-ruin-strong-start-to-2025

M&S: WFH staff locked out of systems amid cyber-attack fallout

M&S has shut remote-working employees out of some of its IT systems as it struggles to recover from the fallout of a cyberattack last week. Cybersecurity experts said the move was most likely made to stop the attack spreading throughout the retailer’s IT infrastructure. The Retail Gazette has more on this story:
https://www.retailgazette.co.uk/blog/2025/04/ms-wfh-staff-cyberttack/

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Belfast City Council has approved a pilot scheme looking at extending Sunday trading hours in the city. Currently, shops with a floor space of more than 280 square metres can sell goods between 1pm and 6pm on Sundays. Smaller shops with a floor area of up to 280 square metres (3,014 square feet) can open whenever they choose. Read in full:
https://www.belfastlive.co.uk/news/belfast-news/belfast-council-approves-extended-sunday-31528424

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Did you know?  Age discrimination is still legal in Northern Ireland.

Unlike the rest of the UK and Ireland, people here have no legal protection against age discrimination when buying goods and using services.

This means:

• An older person can be denied healthcare or travel insurance because of their age
• A young person can be denied age-appropriate health and social care or refused access to shops and use of services

A consultation is now open on a proposed bill aimed at strengthening age discrimination protections in access to goods, facilities, and services for all ages, addressing this gap in equality law. 

🔗 Share your views 👇
https://docs.google.com/forms/d/e/1FAIpQLSdw4Z7Q6MSRsjqpvzQS0pQdkX6J8a-uyJyVLa_tQHzvw9TScg/viewform

🕔 The consultation closes at 5.00pm, Friday 20 June 2025.

Further information can be found on the Equality Commission NI LinkedIn page:
https://www.linkedin.com/posts/equality-commission-for-northern-ireland_did-you-know-age-discrimination-is-still-activity-7323285017093206018-piPb?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAwdVLkBbyrvrY4MybWr8TN69RiKDFazgJQ

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Cabinet Office sets aside £27m for voluntary exit scheme 

The Cabinet Office has budgeted for a cost of £27m to pay for its current wave of more than 500 voluntary exits and is keen to avoid redundancies for the further 600-700 jobs it wants to cut over the coming years, MPs have been told. The department's permanent secretary Cat Little and chief operating officer Sarah Harrison appeared before parliament’s Public Administration and Constitutional Affairs Select Committee yesterday. They were asked about the Cabinet Office's plans to reduce headcount by 1,200 over the course of the 2025 Spending Review period, alongside the transfer of 900 jobs to other parts of government. More from Civil Service World: 
https://www.civilserviceworld.com/professions/article/cabinet-office-voluntary-exit-scheme-civil-service-redundancy 

NI Apprentices at risk of redundancy at electric boat firm 

High-profile manufacturing start-up Artemis Technologies has ended its apprenticeship scheme, putting 14 apprentices at risk of redundancy. The Belfast-based firm is developing zero carbon emission electrically propelled boats. It said the decision to end the apprenticeship scheme had not been made lightly and reflected the challenges common to new businesses, reports the BBC: 
https://www.bbc.co.uk/news/articles/cly1vp686q8o 

BT plans put 140 jobs at risk 

Telecommunications giant BT is planning to close its office in Londonderry with the potential loss of around 140 jobs in the city. BT said its proposals to close the Derry office is part of a programme of "consolidating into a smaller number of buildings". The majority of roles would be transferred to India while some employees could possibly relocate to Belfast, the company said. More from the BBC: 
https://www.bbc.co.uk/news/articles/ce8gkn2n7kno

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Louise McAloon of Worthingtons highlights the latest key cases to keep you on track:

Orwin v East Riding of Yorkshire Council [2020]

Beliefs may be protected, but provocative expression at work, especially via employer platforms, can justify disciplinary action if proportionate.
https://legal-island.com/employment-law-hub/orwin-v-east-riding-of-yorkshire-council

Don't miss the latest Q&As from Chris Fullerton of Arthur Cox:

• Can employers ignore grievances raised by workers?
• Can employers remove derogatory union notices?
• What employers need to know about third-party recordings? 

Employment Law at 11: Diversity & Inclusion Special

Following the Employment Law at 11: Diversity & Inclusion Special held on 4 April 2025, additional reflections and legal insights are now available from Seamus McGranaghan of O’Reilly Stewart Solicitors. These follow-up articles address key themes raised during the session and consider the broader legal and organisational implications of embedding Diversity, Equity and Inclusion (DEI) effectively:

How can employers here sustain DEI initiatives amid the global challenges?

Positive discrimination is not allowed, but positive action is - is this likely to change?

How can organisations demonstrate the value of DEI to employees and stakeholders?

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How to avoid a workplace at war: Transforming conflict into collaboration

Workplace rows? They don’t have to end in tears (or tribunals). With the right nudge from learning and development, leaders can turn tension into teamwork. Carole Gaskell shares actionable insights in this article for the Training Journal to help your organisation swap awkward silences for honest chats, and build a culture where conflict fuels connection, not chaos:
https://www.trainingjournal.com/2025/audience_role/experienced_landd/how-to-avoid-a-workplace-at-war-transforming-conflict-into-collaboration/

‘Incivility is a bug’: Bad manners at work are bad for the bottom line

Bad manners are bad for the bottom line. Minding your Ps and Qs, or your manners, is more than a quaint fad from the past. Research shows that businesses and organisations that allow rudeness and disrespect are likely to have lower profitability, poor staff morale, reduced customer loyalty and higher employee turnover. More from The Irish News:
https://www.irishtimes.com/business/work/2025/05/01/bad-manners-are-bad-for-the-bottom-line/

A business necessity: Time to embrace pay transparency

New pay transparency directives from the European Union are starting to influence employment practices in the UK. Pay transparency is no longer a progressive ideal…it is fast becoming a business necessity. Employee expectations continue to evolve and, says an HR specialist, businesses must urgently rethink how they approach pay. Business MK has more on this:
https://businessmk.co.uk/articles/employment-2/a-business-necessity-time-to-embrace-pay-transparency/

How to put ‘love languages’ to work at work

As HR leaders search for the secret formula for keeping top talent engaged, one creative approach is translating the concept of “love languages” for the workplace. It may sound controversial, but experts say when done right, it fosters appreciation across the workforce while bolstering retention. You can read more from WorkLife:
https://www.worklife.news/culture/how-to-put-love-languages-to-work-at-work/? 

Why ‘revenge quitting’ is on the rise?

The workplace is undergoing a seismic shift. Forget quiet quitting—employees are now making bold, dramatic exits in what’s being dubbed “revenge quitting.” This phenomenon sees talented individuals walking away from organisations due to unfulfilled promises, toxic cultures, and a lack of recognition. And they’re not just slipping away quietly—they’re making sure their departure is noticed. More:
https://www.thehrdirector.com/business-news/workplace/revenge-quitting-rise/

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Conciliation service Acas is hosting a new series of talks from today between Birmingham Council and the union Unite aimed at resolving the continuing bin strike in Birmingham. It will be Acas’s first major involvement in attempts to end the full strike since it started, on 11 March. Read more:
https://www.personneltoday.com/hr/acas-hosts-talks-to-end-birmingham-bin-strike/

A former prison officer at HMP Swaleside who suffered racist abuse from colleagues has won an employment tribunal. Nigerian-born Uzo Mbonu said he was targeted and ostracised by other officers at the high-security prison on the Isle of Sheppey, Kent. The tribunal found Mr Mbonu had been a victim of both race discrimination and harassment, and that he was unfairly dismissed. More from the BBC:
https://www.bbc.co.uk/news/articles/cx284e08yg3o

The BBC will take ‘immediate action’ to improve its workplace culture after publishing an independent review. Last August, the broadcasting corporation announced the review after newsreader Huw Edwards was asked to return more than £200,000 in salary he received after being arrested for offences of making indecent images of children. More:
https://www.personneltoday.com/hr/bbc-workplace-culture-review-2025/

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New Practice Direction in relation to the submission of Tribunal responses 

The Presidents of the Employment Tribunals of England & Wales and Scotland have issued a new Practice Direction in relation to the submission of Tribunal responses. These will take effect from 21 May 2025. You can read more on this from TLT LLP in Lexology: 
https://www.lexology.com/library/detail.aspx?g=4997304f-7c86-49e2-982b-055c4f003d8d&utm 

Recruitment surges for employment lawyers as businesses worry about worker rights overhaul 

Employment lawyers are in hot demand, with law firms are actively seeking to bulk out their practices as the pending employment law overhaul drives uncertainty in businesses. The Employment Rights Bill, introduced to Parliament in October by the Labour government, aims to overhaul employment rights in the UK. The highly contentious package of employment reforms, which included 28 individual measures, was revealed in October. However, since then, businesses have been vocal about how much these policies will cost and how uncertain the process has been throughout the reading of the Bill. City AM has more here: 
https://www.cityam.com/recruitment-surges-for-employment-lawyers-as-businesses-worry-about-worker-rights-overhaul/

Potential changes to UK equality law: government call for evidence

NB: while this article refers to 'UK Equality law' throughout, it means England & Wales. Equality is devolved to the Assembly here in NI.

The government’s Office for Equality and Opportunity (OEO) has issued a call for evidence on aspects of equality law, inviting feedback and insights on several new proposals and certain existing provisions and processes. The government indicated at the time of publishing the Employment Rights Bill that it intends to publish a bill on race and disability equality during the current parliamentary session for pre-legislative scrutiny. More from Dentons:
https://www.lexology.com/library/detail.aspx?g=fb9a721b-ea3e-40dc-bec5-c0e8faee5545&utm_

Accountancy bodies call for rethink of apprenticeship funding cuts

ICAEW Chief Executive Alan Vallance has, together with his counterparts at CIPFA and ACCA, raised concerns over proposals to remove Apprenticeship Levy funding for Level 7 qualifications in England and Wales. The Apprenticeship Levy is paid by employers with an annual wage bill of more than £3m at a rate of 0.5% of their bill. In announcing the plans last September, the Department for Education suggested that Level 7 apprenticeships – which are the equivalent of a Masters’ degree – were “often” accessed by older or well-qualified individuals who fell outside of the intended recipients for levy funding but this suggestion has been rejected by ICAEW, which has seen the number of school leavers entering accountancy double since the introduction of the levy in 2017. More from ICAEW:
https://www.icaew.com/insights/viewpoints-on-the-news/2025/apr-2025/accountancy-bodies-call-for-rethink-of-apprenticeship-funding-cuts

Have a good long weekend! (and good luck in the Marathon if you're running!)

Legal Island

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AI Literacy in Action: What It Is, How to Deliver It, and Why It Matters

🗓 Wednesday, 14 May 2025
🕚 11:00 – 11:30 (30 mins)
💻 Online

Register HERE. 

Is your organisation prepared for the new AI compliance era?

With the EU AI Act now in force, for many employers AI literacy is no longer a “nice to have”—it’s a legal and operational necessity. This webinar will explain exactly what AI literacy means in the context of today’s workplace, how to effectively deliver it across your organisation, and the consequences of failing to act.

Join us for a practical and informative session tailored to HR, compliance, learning & development, and leadership teams. Learn how to safeguard your organisation while empowering staff to use AI responsibly, ethically, and in compliance with evolving legislation.

You’ll gain insight into:

•    Why is everyone talking about AI Literacy suddenly?
•    What AI literacy looks like in practice—and why it’s broader than just tech know-how 
•    The risks of low literacy levels for individuals and organisations alike 
•    The legal implications of the EU AI Act and data protection rules 
•    Strategies for embedding AI literacy through eLearning and cultural transformation 
•    How to future-proof your organisation’s use of AI and GenAI tools
•    How to measure for improvements in AI Literacy
•    What are the costs and risks of doing nothing here?

Speaker: Barry Phillips, Chairman, Legal Island

Barry is a passionate advocate of responsible use of AI in the workplace, arguing that the goal of employers now should be to become “Super worker” organisations where all employees are empowered and upskilled by AI.

He has delivered numerous presentations, webinars and workshops to hundreds of organisations on GenAI since the beginning of 2023. He is also author of “ChatGPT in HR – A Practical Guide for Employers and HR Professionals” (2025), available on Amazon and at other booksellers online.

Have a good long weekend! (and good luck in the Marathon if you're running!)

Legal Island

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