The Need-to-Know 5:

1. Good Jobs Charter consultation is live: your voice matters 🗣️
2. Government wins legacy case at UK Supreme Court ⚖️
3. One in three workers use AI at work, yet 84% have had zero training 🤖
4. Dear HR Agony Aunt: Our high-performer causes chaos but leadership won't act because of the team member's commercial value 🤔
5. Tesco warns equal pay battle could cause serious damage 💰

In other news................Hear from industry trailblazers as they reveal the GenAI tools already reshaping the HR and Payroll functions. Register for FREE! 

1. Case Law Reviews
2. AI and Employment Law
3. Government wins legacy case at UK Supreme Court
4. Good Jobs
5. EAT rules rail worker’s drug test result was disability discrimination
6. Tesco warns equal pay claim could cause ‘serious damage’ in tribunal battle
7. Just in Case You Missed It...
8. HR Developments
9. Employment News in the Media
10. GB Developments
11. Free Webinars This Month

Boateng v Moss Bros Group Ltd [2026] EAT 50

Summary Description: 

Order to strike out upheld where it was held that the respondent would be unfairly disadvantaged due to the lack of witnesses they could call following a company voluntary arrangement following the pandemic.

Claimant: 

Anthony Boateng

Respondent: 

Moss Bros Group Ltd

Practical Guidance for Employers:

This case was regarded as being fact sensitive considering the voluntary arrangement and the amount of employees no longer with the employer.  As the Tribunal had to determine whether a fair hearing could occur – they took into account the extent to which the respondent would be unable to discharge their burden should it pass to them in a discrimination case.  This would put them at a disadvantage, and the Tribunal did not err in making the order to strike out the claims.

Read the Review in full: Boateng v Moss Bros Group Ltd [2026]

Tarbuc v Martello Piling Ltd [2026] EAT 58

Summary Description: 

Settlement negotiations could be disclosed within Tribunal proceedings as the legislation only outlined that it covered ordinary unfair dismissal and not the other claims brought by the claimant relating to detriment due to part-time status and unlawful deduction from wages.

Claimant: 

 L Tarbuc

Respondent: 

Martello Piling Ltd

Practical Guidance for Employers:

This case demonstrates the fine line when it comes to the admissibility of pre-termination negotiations and whether such conversations will be protected.  The lack of process in relation to this with the meeting without notice was clearly outlined by the EAT as a clear factor to consider.  Even aside from that they made it clear that the remit of the protected conversation within the legislation was confined to ordinarily unfair dismissal thus opening such correspondence up to other claims.  As a result, it is important to seek legal advice in taking steps to have protected conversations relating to settlement negotiations.

Read the Review in full: Tarbuc v Martello Piling Ltd [2026]

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These case reviews were written by Jason Elliott BL.  NI Tribunal decisions are available on the OITFET website.

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.

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New AI guidance provides support for solicitors in Northern Ireland

Artificial Intelligence (AI) is reshaping and transforming how solicitors are working in Northern Ireland.  Research published indicates that 89% of legal professionals across the UK and Ireland, including Northern Ireland, use AI tools in some capacity, with 70% adopting them in the past year. Responding to the growth and use of AI by local solicitors, the Law Society of Northern Ireland has launched new guidance on the Responsible use of Artificial Intelligence. Developed by the Society’s Law Tech Group, the new guidance aims to provide insight, practical support and comprehensive information to solicitors and support staff who are currently using, or intend to use, AI professionally.

With congrats to friend of Legal Island Jude Copeland for his contribution to this guidance. Read more here.

The EU just moved the AI Act. Here's what changed and what it means for Schools in the EU

Brussels did something useful at 7am on Thursday morning. Parliament and Council reached a provisional deal on amending the AI Act. Nudifier apps banned. High-risk deadlines moved. I want to walk through what changed, what it means for our schools, and what I'd do this week. Take what's useful. Leave what isn't. More. 

Claimants not told details of AI use in analysing asylum applications

Those claiming asylum in the UK are not provided with details regarding the use of artificial intelligence technology in processing their applications, a minister has acknowledged. The Home Office revealed last month that two AI-powered tools are now used by caseworkers – including a system for extracting and analysing information from transcripts of asylum interviews, alongside a system designed to support decision-making by answering policy-related queries. You can read more on this from Public Technology.

One in Three Workers Use AI at Work. 84% Have Had No Training

One in three adults deployed artificial intelligence tools at work last month, according to a Department for Science, Innovation and Technology survey. Yet 84% of workers have received no AI-related training in the past year. The gap is creating what employment lawyers describe as a legal timebomb for businesses. Law News has more on this story.

Government to create task force to examine labelling for AI-generated content

The government is to create a dedicated task force with the remit of whether and how content created by artificial intelligence tools should require formal labelling. The AI Act passed by the European Union in 2024 places a transparency obligation for those publishing or promoting AI-generated content. Some states in the US are also passing similar laws – but there is, as yet, no such legislation in the UK. Public technology has more here. 

AI for HR Weekly Podcast with Barry Phillips 🎙️

Hub subscribers are beginning to request that our Chairman, Barry covers a particular AI topic in a future podcast. If you have a request, send it to him directly at barry@legal-island.com - he’ll feel like a DJ from the 80s…...🎧

You can tune into the latest episode right here - or, if you’re on the move, why not take us with you?

Listen on all major platforms: 🎧 Spotify or Apple Podcasts

Simply search for “AI for HR Weekly Podcast” and enjoy expert insights anytime, anywhere.

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The UK Supreme Court has allowed a government appeal in a major Troubles legacy case, in a decision which victims' campaigners have branded "a bitter blow". Judges in London ruled parts of the 2023 Legacy Act, external did not lead to victims' rights being diminished. More from the BBC.

And why, you ask, does this matter in employment law?

The Supreme Court’s decision in Dillon v Secretary of State for Northern Ireland is important for Northern Ireland employment lawyers because it clarifies how Article 2 of the Windsor Framework protects against the weakening of certain EU-derived rights after Brexit. That reasoning could influence future employment law disputes in Northern Ireland where workers argue that statutory protections have been unlawfully reduced. Read the full judgment here.

**Watch this space - we will keep you up to date on what this means for EU employment legislation here in Northern Ireland as the implications become clearer.**

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Good Jobs Charter Initial Consultation and Survey

The Department for the Economy has launched the 'Good Jobs Charter Initial Consultation and Survey'. While the title doesn't exactly roll off the tongue, it's important none-the-less. The consultation closes on 31st July 2026. Have your say here.

SIPTU’s Ethel Buckley welcomes ‘Good Jobs Bill’ at Belfast May Day Rally

SIPTU Deputy General Secretary, Ethel Buckley, has told thousands of workers gathered in Belfast that the finalisation of the “Good Jobs Bill” marks a new era for workers’ rights, describing the large turnout as the embodiment of a “strong, visible, winning” movement. More here.

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An employment tribunal wrongly dismissed a disability discrimination claim brought by a rail worker who was prescribed medical cannabis for chronic pain. He was denied a largely office based role after failing a drug test, despite Network Rail’s policy allowing a pass where there is a legitimate medical prescription. More from Personnel Today.

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Tesco has argued that equalising pay between store workers and warehouse staff would ignore “economic reality” and risk causing “serious damage” to the business, as it continues to fight a long-running equal pay claim. According to the Financial Times, the supermarket made the argument at an employment tribunal in Reading on Friday, where it set out its defence against claims that shop workers have been paid less than employees in its distribution centres. The case centres on pay differences that can see store staff earn up to £5.50 an hour less than warehouse colleagues. The Grocery Gazette has more.

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The Employment Law Hub is a comprehensive, jurisdiction-specific resource designed for HR professionals, legal advisors, and business leaders. It centralises essential employment law and HR updates, expertly curated and written by leading HR and legal specialists to provide reliable, practical, and authoritative insights. We have over 700+ in depth articles and 1000+ case law reviews. As a subscriber, you have access to all of this. Check it out the full Hub here and below are some recent articles you may have missed.....

Dear HR Agony Aunt: Our high-performer causes chaos but leadership won't act because of the team member's commercial value

“In our organisation, we have a senior employee who consistently delivers strong results but leaves a trail of strained relationships and low morale behind them. Leadership is hesitant to intervene because of the commercial value they bring. As HR, I feel like I’m constantly managing the fallout while the real issue remains unaddressed. How do I break this cycle?” This question is explored in the latest edition of our brand-new series, Dear HR Agony Aunt. Read expert insights and practical advice from Crystel Robbin Rynne, CEO of HRLocker.

Fuel crisis travel support £100 monthly payment smart move or HR risk: How do I Handle it?

Emma Doherty at Tughans answers your questions. This week's is:

Our CEO has suggested offering employees an additional payment of £100 per month across May to July to help with rising travel costs during the current fuel crisis. How do I handle it?

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HR and the ‘perfect storm’ of youth unemployment

Youth unemployment sits at a record high, while employers face dwindling recruitment budgets and the accelerating influence of AI on entry-level roles. Research shows long-term impacts of being unemployed on young people, so how can HR help? Personnel Today has more.

10 Myths about HR that could land your business in trouble

HR is just about hiring and firing” This is perhaps the most persistent myth. While recruitment and dismissal are part of HR, the function is far broader. HR underpins everything within a business ,employee engagement, performance management, culture, compliance, and organisational strategy. Read more from HR Director.

Leaders, Treat Resistance to Change as Valuable Data

When a team member questions a leadership decision, drags their feet, or shows visible frustration, it triggers something in the leader: They feel challenged. Undermined. Slowed down. And under pressure to deliver results, the instinct is to move past the discomfort as quickly as possible. So, leaders default to interpretation instead of diagnosis. But when they label pushback as “just resistance,” they’ve already made a judgment: that the problem is the person, not the signal they’re sending. If they treat resistance as noise, they’ll miss what it’s trying to tell them. But if they treat it as data, they can refine their approach, strengthen your people, and improve the outcome. Harvard Business Review has more.

Two-thirds of employees say paid sick leave is a must

Research by HR, payroll and benefits software provider Ciphr has found paid sick leave continues to top the list of benefits and incentives that matter most to employees. A poll of 2,000 UK employees found that over two-thirds (68 per cent) think company sick pay is the most important employee benefit to have – ranking it above all other benefits, incentives and rewards. You can read more from Global Recruiter.

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BBC ‘covered up claims male presenter attacked female colleague’. Bosses accused of failing to take action after unnamed man allegedly broke woman’s wrists in violent assault. Read more in the Telegraph.

The Scottish government announced an additional, one-off, bank holiday for the World Cup but what does this mean for employers? Innes Clark from Morton Fraser MacRoberts LLP provides guidance.

The BBC reports car manufacturer Nissan has announced it will stop using one of its UK production lines and will be cutting 900 jobs in Europe. The company confirmed it would be merging two of the lines producing the Leaf, Juke and Qashqai models at its Sunderland plant, but said no jobs would be lost through the change. More here.

Workers dumped from a capital IT firm have landed half a million pounds in compensation. Eighty former employees of ADARMA, an Edinburgh-based cybersecurity firm, have secured over £500,000 in compensation payments after being let go when the company entered administration in July 2025. More from Edinburgh Live. 

A £40million South Eastern Trust facility could face an independent review over poor working condition claims. A council has been told that staff at the Lagan Valley hospital's Primary and Community Care Centre have raised concerns of a lack of drinking water in a building with excessive heat. Belfast Live has more.

A court in China has ruled that employers cannot use AI as an excuse to fire workers, in a major win for labour rights. The Hangzhou Intermediate People’s Court gave the ruling on Tuesday in the favour of a worker at a technology company who was recruited in 2022 to oversee its AI output, but was replaced by a large language model and ultimately fired when he demanded better compensation and position. The Independent has more on this.

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NB: Please note these articles relate to GB and do not apply in Northern Ireland, unless otherwise stated.

Day one sick pay ‘risks millions of lost working days’ for small business sector

New fears are stalking the small business sector, which is already reeling from huge increases to running costs following jumps in the Minimum Wage and employers’ National Insurance contributions (NIC). The main rate of Employers’ NIC increased on April 6, last year from 13.8% to 15%, which has seen the bill for employers rise from £116bn to £143.9bn in the past year. However, last month new statutory sick pay (SSP) rights became law, which could push some businesses to the brink and trigger millions of additional sick days, it has been claimed. You can read more on this from the Business Desk.

The Public Interest Disclosure (Prescribed Persons) (Amendment) Order 2026

This Order updates the list of bodies to which workers can make whistleblowing disclosures and still benefit from legal protection under the Employment Rights Act 1996. It adds several new regulators to the list, removes one that is no longer appropriate, and clarifies the responsibilities of certain existing bodies. It come into force on 2nd of June 2026 in England, Wales and Scotland. Read more.

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The AI Revolution in HR & Payroll – Five AI Tools Already Reshaping Both

📅Thursday 14th May 2026

🕒 11am to 11.30am

📍 Live online | Free to attend

REGISTER HERE

Hear from industry trailblazers as they reveal the GenAI tools already reshaping the HR and Payroll functions.

Our expert speakers will share their top five favourite tools, along with practical use cases, showing how GenAI is transforming everyday work, improving productivity and opening up new possibilities for HR and Payroll teams like never before.

A must-attend event for anyone who wants to get ahead by clever use of GenAI.

Employment Law at 11: Harassment, Bullying and the Active Bystander

Most people witness something wrong at work. Few know how to act.

Join Legal Island’s Christine Quinn and Seamus McGranagahan of O’Reilly Stewart Solicitors as they explore what active bystanding really looks like, what the law says, and how the right training turns good intentions into confident action.

Our regular webinar will return in May. Got a topic you'd like Seamus and Christine to discuss? Drop us a line at gosia@legal-island.com or contact Seamus or Christine on LinkedIn.

📅 TODAY!

🕒 11am to 11.45am

📍 Live online | Free to attend

REGISTER HERE

Catch up with the last webinar here:

Miscarriage & Bereavement in the Workplace

NEW LEGISLATION ALERT: In our March instalment of Employment Law at 11 Seamus McGranaghan of O’Reilly Stewart Solicitors and Christine Quinn of Legal Island, gave us a guide to paid miscarriage leave in Northern Ireland, coming into effect in April 2026, and broader guidance on supporting employees through bereavement. They cover statutory entitlements, policy considerations, and best practices for compassionate workplace support, helping employers navigate these sensitive situations with confidence.

Enjoy your weekend!

Legal Island

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