Christine, Julie, and Laura - known as the Knowledge Team - bring extensive expertise in employment law, HR, and learning & development. With diverse backgrounds spanning top-tier law firms, in-house roles, and voluntary organisations across the UK and Ireland, they provide informed and strategic support on employment matters.
Our team includes qualified (now non-practising) employment solicitors with experience in both legal and corporate sectors, alongside an experienced HR professional and CIPD Associate Member, ensuring a well-rounded approach to workplace challenges.
☀️ April Fools 📅 got you second-guessing every news story?! No tricks here, just this week’s top employment law updates! ⚖️✅
⏳ Short on time? Here’s the top 5 must reads:
- 💰 Low-paid workers – how much more will they earn?
- ⚖️ NI to expand baby loss recognition – a crucial step forward.
- 📉 1 in 4 UK workers plan to quit in 2025 – why learning is the key to keeping your team!
- 🔒 Keeping sensitive workplace data confidential – are you doing enough?
- ⚡ Ten women take a stand – calling for an employment tribunal judge to be investigated over bullying & misogyny
👉 And in other news......... there’s still time to join Seamus & Christine at this morning’s FREE webinar – Employment Law at 11! 🚀 REGISTER NOW!
**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.**
CONTENTS ⚓︎
1. Case Law Reviews ⚓︎
Campbell v Sheffield Teaching North Hospitals & Others [2025] EAT 42
Summary Description:
Employer not liable for a racist comment as the comment by another employee was not made in the course of employment and in any event the employer had taken all steps to prevent such behaviour through the use of training.
Claimant/Appellant: John Campbell
Respondent: Sheffield Teaching North Hospitals NHS Foundation Trust (1) and Wesley Hammond (2)
Keywords: Race Discrimination; Harassment
Practical Guidance for Employers:
Whilst the second ground was labelled ‘moot’ by the EAT considering the decision for the first tribunal – it provides a clear picture in terms of how employers can defend themselves against being liable for the discriminatory actions or remarks made by employees. The importance of training was clear in the judgment here and should be clear for employers, not only for employee-employer relations generally, but also to avoid future liability.
Read the Review in full:
Campbell v Sheffield Teaching North Hospitals & Others [2025]
Meggyes v Bentley Motors Ltd [2025] Case No: 038DC177
Summary Description:
Claimant unsuccessful in a stress at work claim as the stress being induced was not foreseeable by the employer at the relevant time.
NB: This is a psychiatric injury claim for injuries suffered during employment and was heard in Liverpool County Court.
Claimant: Gabor Meggyes
Respondent: Bentley Motors Ltd
Keywords: Psychiatric Injury; Depression; Damages
Practical Guidance for Employers:
This is a case arising from the County Court rather than the Industrial/Employment Tribunal but does provide some useful guidance on how employers should interact with their employees when it comes to stress at work. The factors as outlined by the court and their applicability is useful information in ensuring that an employer adequately supports it staff but also ensures that it is not met with a personal injury claim arising from stress at work.
Read the Review in full:
Meggyes v Bentley Motors Ltd [2025]
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/
2. AI and Employment Law ⚓︎
Shoosmiths links employee bonus scheme to artificial intelligence use
Law firm Shoosmiths has linked its employee bonus scheme to the use of artificial intelligence (AI) as part of its commitment to innovation in its people-first culture. The firm has adopted Microsoft’s Copilot tool across its operations to form part of its multi-million collegiate bonus pool, which is available to all staff. It has set an annual target of one million prompts to unlock a £1 million bonus pot to share with staff in its new financial year, which it stated could be exceeded if every employee uses the programme four times each working day. More from Employee Benefits:
https://employeebenefits.co.uk/motivation-and-recognition/shoosmiths-links-employee-bonus-scheme-to-artificial-intelligence-use/280585.article
“Adoption of AI in Ireland – our latest survey said ……”
In his newest podcast episode, Barry Phillips examines Legal Island's latest survey on AI adoption in Ireland. He discusses key trends, challenges, and the implications of the EU AI Act for HR and legal professionals. With expert insights on how organisations are integrating AI and what compliance requirements lie ahead, this episode is essential for anyone looking to stay informed about the evolving role of AI in the workplace.
3. Data Protection ⚓︎
Ensuring confidentiality of sensitive data in the workplace
Following the news of a journalist being added to a chat group in which confidential US government information was being shared, People Management considers how employers can bolster their data security:
https://www.peoplemanagement.co.uk/article/1912080/ensuring-confidentiality-sensitive-data-workplace
Former GCHQ staffer admits national security offence after taking data home ‘out of curiosity’
A former employee of GCHQ has plead guilty to a criminal offence and acknowledged endangering national security after taking Top Secret-classified data home with him. Hassan Arshaad previously worked for the intelligence agency as an intern. As he neared the end of his time there, he is understood to have used his work-issued phone to download files from an office workstation considered Top Secret – the most sensitive grade in government’s security classification, which is applied to data which, if compromised, could cause loss of life or major consequences for national planning and government operations. Public technology has more:
https://www.publictechnology.net/2025/04/02/defence-and-security/former-gchq-staffer-admits-national-security-offence-after-taking-data-home-out-of-curiosity/
Belgian court awards compensation for dismissal of Data Protection Officer
A labour court in Brussels has issued one of the first published rulings on the question of whether Data Protection Officers are entitled to compensation if they are fired for performing their duties. Under the European Union’s General Data Protection Regulation, a Data Protection Officer (DPO) cannot be dismissed or penalised for performing their duties. Although Belgian law and the GDPR do not provide for specific protection compensation for DPOs, the court still awarded compensation equivalent to three months’ salary. More from Ius Laboris:
https://iuslaboris.com/insights/belgian-court-awards-compensation-for-dismissal-of-data-protection-officer/
And a date for your diary...
Northern Ireland Data Protection Update 2025
Our online half day event with leading law firm, Pinsent Masons on 21st of May will cover key developments, practical solutions, and real-world examples to help you mitigate risks and stay compliant. Find out more here:
https://legal-island.com/events/ni-data-protection-2025
4. Wages ⚓︎
How much more will low paid workers get in their wages?
Up to 170,000 of the lowest paid workers in Northern Ireland received a pay rise on Tuesday:
- The National Living Wage paid to over-21s is going up by 6.7%, from £11.44 to £12.21 per hour.
- The National Minimum Wage for 18 to 20-year-olds is increasing by 16%, from £8.60 to £10 per hour.
- The National Minimum Wage for under-18s is going up by 18%, from £6.40 to £7.55 per hour.
- The apprenticeship rate, which applies to eligible people under 19 or those over 19 in the first year of an apprenticeship, will increase by the same amount.
Employers will have to pay this increase in wages, on top of the increase in employers' National Insurance contributions which are coming into effect on 6 April, reports the BBC: https://www.bbc.co.uk/news/articles/ckg20w5lzeno
Further education union votes for strike action
Further education lecturers in one of Northern Ireland's main unions have voted for strike action. Lecturers represented by the University and College Union voted in favour of strikes and action short of strike over pay. More here from the BBC: https://www.bbc.co.uk/news/articles/c2kvd2l0w4xo
The National Minimum Wage (Amendment) Regulations 2025
And here's the legislation:
https://www.legislation.gov.uk/uksi/2025/401/contents/made
Unions welcome increase in minimum wage rates for millions of workers
Millions of workers received a pay rise when the statutory minimum rates increased in a move unions believe will help boost economic growth. The government said more than three million workers will benefit after Chancellor Rachel Reeves announced the increase in her Autumn Budget last year. From April 1 the national living wage increased for everyone employed aged 21 and over, giving a pay rise of up to £1,400 over the course of a year, based on a 35-hour working week. Under the 6.7 per cent rise, people will be paid £12.21 an hour, 77p more than the current living wage of £11.44. More from the Morning Star:
https://morningstaronline.co.uk/article/unions-welcome-increase-minimum-wage-rates-millions-workers The National Minimum Wage (Amendment) Regulations 2025 https://www.legislation.gov.uk/uksi/2025/401/introduction/made The Pensions Increase (Review) Order (Northern Ireland) 2025 https://www.legislation.gov.uk/nisr/2025/69/introduction/made
Meanwhile.........
Academics warn Living Wage and NIC rises puts actual staff costs at £16.72 an hour
A study into the impact of increases to National Insurance Contributions and the National Living Wage has revealed the true cost of minimum staff hourly rates stands at £16.72. More on this from Forecourt Trader:
https://forecourttrader.co.uk/news/academics-warn-living-wage-and-nic-rises-puts-actual-staff-costs-at-1672-an-hour/702846.article
Unions accept 9% pay deal for Northern Ireland civil servants
20-month award will also raise pay for the lowest paid NICS members to the Living Wage Foundation rate Unions have accepted a pay offer that will see civil servants in Northern Ireland get a pay rise worth just over 9% over two years. In January, finance minister Caoimhe Archibald announced members of the Northern Ireland Civil Service were in line for a backdated 3% pay rise from 1 August 2024, followed by a 6% increase a year later. Civil Service World has more on this:
https://www.civilserviceworld.com/professions/article/northern-ireland-civil-servants-pay-rise-9-percent-unions-accept
5. Abuse, Banter and HR-Related Complaints ⚓︎
One in seven experience workplace abuse, finds major survey
Over one in seven UK employees have faced workplace abuse, as revealed by the Skills and Employment Survey conducted every six years by leading universities. Those most at risk include nurses (32%), teachers (28%), public sector workers, and night workers (24%), with women (19%) experiencing higher rates of abuse than men (10%). The incidents reported range from bullying and violence to sexual harassment. Personnel Today has more:
https://www.personneltoday.com/hr/learning-and-skills-survey-2024/
Beware the fine line between workplace ‘banter’ and bullying
Recent research carried out by GQ Littler shows that in 2024, workplace ‘banter’ was the cause of 57 tribunal claims. Whilst many may blame this on the snowflake generation and argue that people can no longer say anything without fear of offending someone, it is clear that there is a fine line between bullying and banter and the consequences of crossing this line can be significant. Reward Strategy provides guidance here:
https://www.reward-strategy.com/news/top-stories/how-far-is-tribunal-far-26463
Half of whistleblowing complaints are HR-related, research reveals
Whistleblowing solutions provider Safecall defined "HR-related complaints" as those that HR could be responsible for resolving, including complaints about bullying, discrimination and unfair treatment. Safecall's researchers found that reports of whistleblowing had increased 16% from 2023, its highest recorded level of complaints. More from HR Magazine:
https://www.hrmagazine.co.uk/content/news/half-of-whistleblowing-complaints-are-hr-related-research-reveals
Common Ground: The key to HR leaders resolving any conflict at work
Conflict isn’t the enemy, disconnection is. Former hostage negotiator George Kohlrieser reveals how HR leaders can resolve workplace tensions by finding common ground, even in seemingly intractable situations in this article from HRD Connect:
https://www.hrdconnect.com/2025/04/02/find-common-ground-the-key-to-hr-leaders-resolving-any-conflict-at-work/
6. DEI ⚓︎
Law Society of Northern Ireland appoints first chair and secretary of Women’s Network
The Law Society of Northern Ireland has announced the first leadership appointments for its newly established Women’s Network. Claire McAleer will serve as Chair, with Naomi White as Secretary.
https://lawsoc-ni.org/news/law-society-of-northern-ireland-appoints-first-chair-and-secretary-of-womens-network
Human rights watchdog considering enforcement against NHS Fife over Dr Beth Upton transgender case
The UK equalities regulator says it is considering whether to use its enforcement powers following recent correspondence with NHS Fife. The Equality and Human Rights Commission had earlier sought to remind the health board of its “obligations” under equalities legislation. It said assessments of new policies and practices which affect equalities legislation must be published. More from the Scotsman:
https://www.scotsman.com/news/politics/human-rights-watchdog-considering-enforcement-against-nhs-fife-over-dr-beth-upton-transgender-case-5061072
NI Civil Service Diversity Action Plan 2024/25
The Civil Service is an equal opportunities employer and is committed to creating an inclusive working environment where everyone is valued, where everyone can be free to be themselves and where everyone has the same opportunity to reach their full potential. The Civil Service has developed its Diversity Action Plan 2024/25 which sets out key activities to improve diversity and inclusion across the organisation and you can read it here:
https://irecruit-ext.hrconnect.nigov.net/news/NewsItem.aspx?ID=3f11c22d-3b4b-47f6-9b16-4dc9eb420bc5
7. Northern Ireland to expand recognition of baby loss ⚓︎
Deaths, Still-Births and Baby Loss Bill
Legislation expanding official recognition of baby loss has been introduced to the Northern Ireland Assembly. The Deaths, Still-Births and Baby Loss Bill will provide for the issuing of certificates which recognise stillbirths or the loss of a baby during pregnancy. Under current legislation, the death of a baby is only officially recognised if it occurs after the 24th week of pregnancy. You can read more from Irish Legal News here:
https://www.irishlegal.com/articles/northern-ireland-to-expand-recognition-of-baby-loss
8. Just in Case You Missed It... ⚓︎
HR Interview with Kelvin Rickersey, HR Manager
Ever wondered what it takes to transition from finance in the public sector to leading HR in a fast-paced private company? Meet Kelvin, who spent nearly three decades in the civil service -20 of those years overseas -before taking the leap into HR. Kelvin shares insights on adapting to the private sector, the lessons learned from an interview disaster (post-dentist, no less!), and why networking is the secret weapon for success in HR:
https://legal-island.com/employment-law-hub/hr-interview-with-kelvin-rickersey-hr-manager
Augustine v Data Cars Ltd
In Augustine v Data Cars Ltd [2024] EAT 117, the EAT upheld that less favourable treatment must be solely due to part-time status. A private hire driver’s challenge to a flat-rate fee failed on this basis. Written by Louise McAloon, this article explores the implications ahead of the Court of Appeal hearing in July 2025—an important read for employers and workers alike! Read the review here:
Augustine v Data Cars Ltd [2024]
9. HR Developments ⚓︎
One in four UK workers plan to quit in 2025: Learning is your retention strategy
According to new data from Personio, nearly half of workers (48%) plan to quit their jobs in 2025. This poses difficulties for UK companies, as the estimated cost of replacing an employee starts at 30% of an average employee’s salary, rising to 200% for top performers. The Training Journal asserts investment in learning and development can be a highly effective strategy to retain employees, and should play a key role in businesses’ strategic plans to keep talent:
https://www.trainingjournal.com/2025/content-type/opinion/one-in-four-uk-workers-plan-to-quit-in-2025-learning-is-your-retention-strategy/
Inclusion At Work: Recruiting and retaining neurodiverse employees
In this article from HR World, Sandi Wassmer, CEO of the Employers Network for Equality & Inclusion explains how to attract and support neurodiverse talent:
https://www.thehrworld.co.uk/equality-diversity-inclusion/inclusion-at-work-recruiting-and-retaining-neurodiverse-employees/
Stress in the workforce – Are employers are stuck in a “reactive cycle”?
New research launching today surveying 1,000 full-time employees in the UK and US technology and professional services industries has found that nearly half of the workforce (45%) is highly stressed, experiencing stress frequently or always. This is having a significant impact on business risks—driving up costs, reducing productivity, and putting workforce stability at risk. HR Director has more here:
https://www.thehrdirector.com/business-news/health-and-wellbeing/stress-workforce-employers-stuck-reactive-cycle/
10. Employment News in the Media ⚓︎
Following an investigation by the Health and Safety Executive for Northern Ireland (HSENI), and after pleading guilty at Laganside Crown Court, Chris Auld of Chris Auld Tree Services was fined £27,500 today for failing to ensure the safety of his employee Rodney Shirley who died during hedgerow cutting operations near Hillsborough on 30 September 2021. Read more direct from HSENI:
https://www.hseni.gov.uk/news/employer-fined-following-death-employee-2021
A woman who was asked why she wanted to work has partially won her employment tribunal case after a judge ruled that the query was based on the ‘outdated idea’ that men were the ‘main breadwinners’. More:
https://www.personneltoday.com/hr/woman-asked-why-do-you-want-to-work-wins-sex-harassment-tribunal-case/
Germany’s largest union, IG Metall, has accused the US car maker, Tesla, of intimidating workers at its plant at Grünheide near Berlin through its approach to sickness absence. The union says there is a pattern at the plant where management refuses to accept sick notes from employees, requires them to produce their private medical diagnosis and subsequently fails to pay the sick pay that is due. Management then argues that the employees concerned have already received sick pay they were not entitled to and demands repayment of the “debt”. However, this “debt” is only cleared provided the employees agree to sign an immediate termination agreement. The Labour Research Department has more:
https://www.lrd.org.uk/free-read/tesla-accused-intimidating-workers-german-plant
Ten women are campaigning for an employment tribunal judge to be investigated over accusations of bullying and misogyny. The women allege Judge Phillip Lancaster behaved inappropriately in their hearings, and claim the Judicial Conduct Investigations body (JCIO) - which deals with judicial discipline - has failed to address their complaints, reports the BBC: https://www.bbc.co.uk/news/articles/ce3vwzd01n5o
John Campbell, a black employee of Sheffield Teaching Hospitals NHS Foundation Trust and a union branch secretary, faced racial abuse during a workplace interaction with a colleague, Wesley Hammond. During a dispute over union membership subscriptions, Hammond became angry and directed offensive language toward Campbell, including racial slurs. Despite the incident, the Employment Appeal Tribunal ruled that the trust had taken all reasonable steps to prevent racial harassment. Personnel Today has more on this:
https://www.personneltoday.com/hr/nhs-racial-abuse-eat-sheffield-teaching-hospitals-trust/
The boss of Primark has admitted an “error of judgment” and resigned following an allegation made by a woman about his behaviour towards her in a social environment, the retailer’s owner has said. Associated British Foods said on Monday that Paul Marchant cooperated with an investigation it initiated, accepted that his actions fell below the standards it expected and resigned with immediate effect. The company said Marchant had made an apology to the individual, the ABF board as well as “his Primark colleagues and others connected to the business”, reports the Guardian:
https://www.theguardian.com/business/2025/mar/31/primark-boss-paul-marchant-resigns-after-womans-allegation
11. GB Developments
Employment law is a devolved power in Northern Ireland. The items in this section apply throughout GB only (Scotland and England & Wales) unless we specify they apply to NI.
Cat Little: No GB civil service functions are exempt from admin efficiency cuts
Little says government needs to look at consultants, contingent labour and overall cost, not just number of civil servants, writes Civil Service World:
https://www.civilserviceworld.com/professions/article/civil-service-administrative-efficiency-cuts-no-functions-exempt-cat-little
12. Friends of Legal Island ⚓︎
The Law Society of Northern Ireland wants your views
The Law Society of Northern Ireland is changing the way it communicates with its members, and is asking for feedback on how they share essential practice updates, news, and information about their services. You can find out more here:
https://lawsoc-ni.org/news/have-your-say-future-communications-survey
13. Free Webinars This Month ⚓︎
Employment Law at 11: Diversity & Inclusion Special
📅 THIS MORNING!
⏰ 11:00 AM – 11:45 AM
💻 Online
Join us for an Employment Law at 11 Diversity & Inclusion Special.
Regular panelist Seamus McGranaghan of O’Reilly Stewart Solicitors and Legal Island’s Christine Quinn will explore the evolving challenges in the DEI landscape.
With increasing global scrutiny and backlash against DEI initiatives, spurred on in no small part by the Trump White House, this FREE webinar will examine whether these initiatives should continue, how businesses can respond to shifting expectations, and what practical approaches can be taken in the current climate. We’ll address questions such as:
- Should DEI initiatives continue, or is it time for a different approach?
- How can employers in Northern Ireland sustain DEI initiatives amid global challenges?
- How can organisations demonstrate the value of DEI to employees and stakeholders?
Bring your questions and Christine will put them to Seamus live! Tell your HR colleagues and register individually or get your HR team around the computer and use the webinars as monthly group learning opportunities.
Ask any questions (on employment law) and hear the answers live or catch up later when we upload both a recording and transcript of the discussion. Or catch up on Spotify, Amazon Music and Apple Podcasts while you're on the go!
NOTE: – Send your questions in advance to gosia@legal-island.com. Anonymity assured. Please note that the employment law matters discussed in this webinar apply primarily to Northern Ireland.
All of our Legal Island webinar recordings and searchable transcriptions are posted online within this section of our employment law hub and are available to stream and research:
Legal Island | Webinars and Podcasts
You can also catch up with our webinars wherever you get your Podcasts - Spotify, Amazon Music and Apple Podcasts.
Enjoy the weekend.
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