Happy Friday, everyone! As we slither into the Year of the Snake, may your deadlines be flexible, your inboxes be tame, and your coffee as strong as your password security. Stay sharp—but not too venomous - with our Friday Round-up! 🐍✨
This Week’s Top 5 ⏳🚀 Quick, sharp, and unmissable—because you’re busy, and we get it!
1. Cost of living – Because money makes the world go round 💰
2. Women = ‘too emotional’ at work? Performance reviews say so… 🙄
3. Remote work: Your best bet against redundancy? 🏡✂️
4. Not a 10/10? Your hard work might not be enough 😬 💄
5. DeepSeek: The AI disruptor you need to know about 🤖🚀
And in other news… 📢 Big changes are coming to employment law in Northern Ireland! HR pros don’t get caught off guard—join Seamus & Christine on 7th Feb for the first Employment Law at 11 of 2025. Stay ahead of the curve! REGISTER HERE ✅
CONTENTS
1. Case Law Reviews
2. AI and Employment Law
3. DEI
4. Two hundred UK companies sign up for permanent four-day working week
5. Cost of Living
6. Recruitment
7. The Risks of Relying Solely on Home Office Guidance
8. Restructuring
9. Just in Case You Missed It...
10. HR Developments
11. Employment News in the Media
12. GB Developments
13. Friends of Legal Island
14. Free Webinars This Month
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1. Case Law Reviews
Hassard v Department for the Economy [2025]
Claimant: Andrew James Hassard
Respondent: Department for the Economy
Summary: A company director and shareholder was also found to be an employee for the purposes of a redundancy payment from the department under the statutory scheme.
Practical Guidance:
The basis of the statutory scheme is to provide protection for those employees who are unable to get a redundancy payment from a, now, insolvency employer. This case tends to tread a fine line when it comes to the extent of protection that should be offered and the fact that the claimant operated the company, which is obviously separate to the individual, and then started to work for a new company which he was involved in its establishment. Perhaps this will provide for greater protection under the Scheme to those in similar situations based upon the core elements required under the legislation.
Read the Review in full:
https://legal-island.com/employment-law-hub/hassard-v-department-for-the-economy-2025
Bouliach v Rana & Dee Indian Limited [2025]
Claimant: Alleyah Chambers Bouliach
Respondent: Masud Rana & Dee Indian Limited
Summary: Compensation for sexual harassment put in the middle band and it was one figure which was for injury to feelings and psychiatric harm.
Practical Guidance:
This case provides a useful reminder of the guidance as it pertains to injury to feeling compensatory awards and that such an award would cover for psychiatric harm as well. This should be read in conjunction with the decision on liability as to the claimant’s evidence of the actual harassment to give some context to it being classified in the middle band.
Read the Review in full:
https://legal-island.com/employment-law-hub/bouliach-v-rana-dee-indian-limited-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://legal-island.com/employment-law-hub/case-law?query=§ion=hubArticles&siteId=1&page=1&perPage=12&sort=postDate+DESC&entryTypes%5B%5D=caseLaw
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2. AI and Employment Law
There’s a new kid causing a stir on the AI block……….
What is DeepSeek and why is it disrupting the AI sector?
Chinese startup DeepSeek's launch of its latest AI models, which it says are on a par or better than industry-leading models in the US at a fraction of the cost, is threatening to upset the technology world order. The company has attracted attention in global AI circles after writing in a paper last month that the training of DeepSeek-V3 required less than $6 million worth of computing power from Nvidia H800 chips. More from RTE:
https://www.rte.ie/news/world/2025/0128/1493304-deepseek-explainer/
AI that's employed, not deployed - is Human Resources about to morph into Human and Machine Resources?
"Hope cannot be our strategy" - as the AI hype cycle rumbles on, it's important to contemplate the societal and organisational impacts that agent adoption will have on roles such as HR. Stuart Lauchlan looks at how CEOs are reacting to AI in this article in diginomica:
https://diginomica.com/ai-thats-employed-not-deployed-human-resources-about-morph-human-and-machine-resources
Law Firms Strategise AI Integration in 2025, Balancing Risks and Benefits
In 2025, law firms are strategising their AI integration to enhance productivity and avoid falling behind. Experts agree that AI should be used to reduce administrative tasks, allowing lawyers to focus more on providing legal advice. Firms are adopting a 'strategising mindset' to continually assess the benefits and risks of AI, aiming to improve workflows, productivity, and client relationships. The goal is to leverage AI for routine tasks while maintaining the quality of legal services. More from Law News:
https://www.lawnews.co.uk/growth/law-firms-strategize-ai-integration-in-2025/
5 key steps employers should take when using Artificial Intelligence (AI) in the workplace
AI offers significant benefits for employers. However, it brings with it risks that need careful management. This article written by the team at Clyde & Co LLP sets out five key steps you can take to protect your business:
https://www.lexology.com/library/detail.aspx?g=16f82ff0-ec32-4d17-b9f7-c81195820ad9&utm_
Why GenAI is changing what misconduct at work may actually mean
This week Barry Phillips takes a look at how GenAI is forcing HR to rethink what amounts to misconduct in the workplace
Why GenAI is changing what misconduct at work may actually mean
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3. DEI
How paternity leave in the UK compares to other countries
Dads in the UK get some of the least generous paternity leave in Europe. Some new dads describe working just 24 hours after the birth of their child - while their counterparts in Scandinavia say generous policies have helped them bond with their children reports Sky News:
https://news.sky.com/story/how-paternity-leave-in-the-uk-compares-to-other-countries-13298835
Trump’s war on diversity and affirmative action
President Trump’s flurry of executive orders has already disrupted the previous workings of government. Two in particular, one that addresses Diversity, Equity and Inclusion (DEI), which he issued on his first day in office, and a second entitled, ”Ending Illegal Discrimination and restoring Merit-Based Opportunity,” which he signed the following day, have sent Arctic chills throughout the city. The Article provides an overview:
https://www.thearticle.com/trumps-war-on-diversity-and-affirmative-action
How should HR handle pronoun disputes at work?
A tribunal judicial ruling has allowed a claimant to refer to a transgender colleague with pronouns they did not choose, raising questions over how to manage disputes regarding gender identity in the workplace. With the tribunal set to be heard next month, the judge rejected the plea of NHS Fife for Peggie to refer to Upton by female pronouns (the NHS claimed that any other pronoun use would amount to harassment), adding that forcing Peggie and her lawyers to use a term they consider inaccurate would be unfair. The judge did add that “neutral terms” should be used in the tribunal, to avoid any accusation of bias. They also added that the misgendering of Upton is likely to be painful but was not itself unlawful harassment. More from HR Magazine:
https://www.hrmagazine.co.uk/content/news/how-should-hr-handle-pronoun-disputes-at-work
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4. Two hundred UK companies sign up for permanent four-day working week
Two hundred UK companies have signed up for a permanent four-day working week for all their employees with no loss of pay, in the latest landmark in the campaign to reinvent Britain’s working week. Together the companies employ more than 5,000 people, with charities, marketing and technology firms among the best-represented, according to the latest update from the 4 Day Week Foundation. However, it signals a growing gulf in culture wars over working patterns, which were upended during the Covid-19 pandemic. So far, many employees have been battling the right to continue working from home, let alone cut down their working days. The Guardian has more on this story:
https://www.theguardian.com/money/2025/jan/27/two-hundred-uk-companies-sign-up-for-permanent-four-day-working-week
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5. Cost of Living
TUC: Chancellor is right to prioritise growth that delivers rising living standards
TUC General Secretary Paul Nowak said: "The government is right to prioritise stronger growth that delivers rising living standards and better-quality employment in every part of the country. Ministers must now deliver on the improvements in jobs and services that the public voted for.”
https://www.tuc.org.uk/news/chancellor-right-prioritise-growth-delivers-rising-living-standards
Next CEO uses Lords status to table amendments to NI changes
Next boss Lord Wolfson has used his position in the House of Lords to lodge amendments to the upcoming changes to employers’ national insurance following concerns over job cuts and sharp increases in business costs. The tax is set to increase from 13.2% to 15% in April, while the threshold will lower from £9,100 to £5,000 a year. Wolfson, who has been the chief executive of Next since 2001, supported Baroness Noakes’s amendments to introduce “a phased introduction to the reductions to the secondary threshold” of national insurance. The bill is at the committee stage in the Lords before it takes effect in April. You can read more from the Retail Gazette:
https://www.retailgazette.co.uk/blog/2025/01/next-ceo-ni-bill/
Elected representatives at Belfast City Hall deny themselves pay rise for fourth year running
Councillors at Belfast City Hall have denied themselves a pay rise for the fourth year in a row, and have agreed to give power over their wage to an “outside” body. Elected representatives at a Belfast City Council committee meeting this week all agreed to a Sinn Féin proposal to give powers over their pay grade to a body within the council but not involving elected representatives. They also agreed to write to Stormont, where the legislation on councillor pay sits, to ask for a new independent body overseeing remuneration. Belfast Live has more on this story:
https://www.belfastlive.co.uk/news/belfast-news/elected-representatives-belfast-city-hall-30886000
Proposed BT job cuts a 'devastating blow' to workers
Up to 90 jobs could be at risk at BT's Belfast headquarters due to changes at the telecoms company, BBC News NI understands. The Belfast office for BT Group has about 2,000 colleagues from across the company, including EE, BT Business and Openreach reports the BBC:
https://www.bbc.co.uk/news/articles/cjde0keny11o
Firms finding it ‘almost impossible’ to survive after Labour tax hikes
Less than three months after Labour’s first Budget, in which a swathe of business tax hikes were announced, the number of companies facing critical financial distress has climbed by 50 per cent. According to the latest “Red Flag Alert” report by Begbies Traynor, the number of businesses entering ‘critical’ financial distress in the final quarter of 2024 rose to 46,853. City AM has more on this:
https://www.cityam.com/firms-finding-it-almost-impossible-to-survive-after-labour-tax-hikes/
Lower pay awards on offer in 2025 as NI costs rise
A new survey from Incomes Data Research (IDR) explored pay intentions for this year and found that four in five employers anticipate smaller pay rises compared to 2024. A further 16% of those polled said that wage rises in the next year are likely to be equal to those awarded in 2024, while just 4% believe they will be higher. According to IDR, these results indicate an easing of pay pressures and a potential downward trend in awards as the increase in employers’ NI costs take effect reports Personnel Today:
https://www.personneltoday.com/hr/lower-pay-awards-on-offer-in-2025-as-ni-costs-rise/
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6. Recruitment
Ageist myths of older workers persist, especially among hirers and firers
A “worryingly high” proportion of the country believe ageist myths around older workers’ competency and value in the workplace, a new survey from the Age Without Limits campaign reveals. The survey reveals that ageist assumptions around older workers’ ability to work quickly, to be adaptable, to cope with technology and to be a long-term asset for an employer persist – especially among men, younger generations and individuals with the highest educational qualifications who are most likely to have responsibility to hire and manage people in their 50s and 60s. The Age Without Limits survey reveals that one in four people (24%) think it does not make business sense to employ someone over 50 because they will be a slow worker who will not be able to adapt. London Loves Business has more on this story:
https://londonlovesbusiness.com/ageist-myths-of-older-workers-persist-especially-among-hirers-and-firers/
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7. Lessons from R (Andrews) v SSHD [2025]: The Risks of Relying Solely on Home Office Guidance
The High Court's recent judgment in R (Andrews) v Secretary of State for the Home Department [2025] EWHC 64 (Admin) underscores the critical importance of adhering strictly to the Immigration Rules when navigating the UK immigration system. The judgment highlights that you cannot rely solely on Home Office guidance, which does not carry the same legal authority as statutory provisions or the Immigration Rules reports Electronic Immigration Network:
https://www.ein.org.uk/blog/lessons-r-andrews-v-sshd-2025-risks-relying-solely-home-office-guidance
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8. Restructuring
Morrisons and Sainsbury’s layoffs: Is remote work safer from redundancies?
Morrisons has recently announced that it was slashing over 200 jobs from its retail people team, while Sainsbury’s is set to cut 3,000 roles by closing its hot food counters and cafes. Clothing stores haven’t been safe either. But while these cuts primarily target in-store or office roles, remote jobs have been less affected so far – potentially showing a gap in job security between traditional roles and those tied to the digital economy. You can read more on this from Start ups:
https://startups.co.uk/news/morrisons-and-sainsburys-job-cuts/
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9. Just in Case You Missed It...
Accuracy when using ChatGPT - 3 Hot Tips
Last week Barry Phillips offered 3 Hot Tips to help improve the accuracy of responses from ChatGPT and other GenAI models. Catch up here:
https://legal-island.com/employment-law-hub/accuracy-when-using-chatgpt-3-hot-tips
Kickstart 2025 with Confidence: HR Trends and Recruitment Strategies with MCS Group
Looking for fresh insights to lead your recruitment strategy in 2025? Julie Holmes from Legal Island was joined by recruitment experts Ryan Calvert and Rebekah Mulligan from MCS Group, who shared key insights on the top trends, tools and takeaways to help you stand out in the competitive world of talent acquisition. You can catch up here:
https://legal-island.com/employment-law-hub/kickstart-2025-with-confidence-hr-trends-and-recruitment-strategies-with-mcs-group
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10. HR Developments
Anxious workers hit with ‘perfect storm’ of job insecurity
With the wave of recent layoffs and the rate of finding a new job at its lowest point since the pandemic, it’s little wonder employees are starting the new year feeling shaky about work life. The impact extends beyond job concerns. A US survey found more than half the workforce believes burnout will worsen in 2025, driven by job insecurity (43%), increased workloads (29%) and deteriorating work-life balance (23%) reports Worklife:
https://www.worklife.news/talent/anxious-workers-hit-with-perfect-storm-of-job-insecurity/
Three quarters of women labelled ‘emotional’ in performance reviews, study finds, suggesting lack of progress on gender-based language bias
Three quarters (78 per cent) of women have been described as ‘emotional’ in performance reviews, compared to just 11 per cent of men, new data has revealed. The study by Textio revealed almost three in five women received feedback labelling them as ‘unlikeable’ in performance reviews, a criticism faced by only 16 per cent of men. In 2014, a Textio report found three quarters (76 per cent) of high-performing women had received negative feedback, compared to 2 per cent of men. Descriptors relating to personality, such as ‘abrasive’, ‘difficult’, ‘friendly’ and ‘helpful’, were commonly used to describe women, but rarely for men. People Management has more on this story:
https://www.peoplemanagement.co.uk/article/1903895/three-quarters-women-labelled-emotional-performance-reviews-study-finds-suggesting-lack-progress-gender-based-language-bias
Can social media and flexible working help deal with toxic bosses?
In today’s high-pressure business world, demands like meeting sales targets and managing customer relationships are challenging enough. But for some workers, the real battle is surviving the toll of an abusive manager. Toxic behaviour from supervisors – including public ridicule, unfair blame and angry outbursts – can push talented employees to the brink, increasing the likelihood of disengagement and turnover. This article from Silicon Republic explores strategies for mitigating the harmful impact of so-called ‘jerk boss’ behaviours:
https://www.siliconrepublic.com/advice/deal-with-toxic-bosses-how-to-bad-managers
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11. Employment News in the Media
Largest European labour gathering ever in Northern Ireland to set course for UNI Europa, a 7 million worker federation of service sector unions. Over 600 trade union leaders from 50 European countries will gather in Belfast, Northern Ireland, for UNI Europa’s 6th Conference from 25-27 March 2025 to shape a shared strategy for the European trade union movement in the service sector. The conference, hosted at the International Convention Centre, will be the biggest European union event in Northern Ireland’s history. The announcement comes just ahead of the fifth anniversary of Brexit on 1 February, demonstrating the unity of the trade union movement across Northern Ireland, the Republic of Ireland, the United Kingdom and the European mainland. More:
https://www.ictu.ie/news/over-600-union-leaders-50-countries-unite-belfast-historic-european-summit
A claim that Liverpool FC racially discriminated against a man who was turned down for a job has been dismissed by an employment tribunal. Asad Farooq applied for the job as the club’s first team operations officer in November 2022 and a tribunal, held at Liverpool Civil and Family Court, was told he was “surprised and disappointed” when he found out he was not shortlisted for the job in January the following year. The tribunal panel found he was unsuccessful because he lacked relevant experience, not because of his race. But the panel said the club had not disclosed its racial diversity statistics despite being given the opportunity to do so. More from the Standard:
https://www.standard.co.uk/news/crime/liverpool-fc-british-qatar-b1207973.html
Donald Trump is aggressively pushing forward with plans to shrink the US government by offering eight months' pay to federal employees who quit their jobs. They have until 6 February to decide whether to accept the deal, according to a memo from the Office of Personnel Management. The US government's human resources agency also warned of future downsizing, reduced remote working and said in future it would enforce "enhanced standards of suitability and conduct", reports Sky News:
https://news.sky.com/story/trump-offers-federal-employees-eight-months-pay-to-quit-13298714
A deal to save Belfast shipbuilder Harland & Wolff has been officially completed, its new Spanish owners have confirmed. Last month, the UK government confirmed a takeover by Spanish shipbuilder Navantia to buy Harland & Wolff’s four shipyards, securing 1,000 jobs in total and “the future of shipbuilding in Belfast and Scotland”. The deal has secured around 500 jobs in Belfast with employees transferring over to Navantia. More from the Belfast Telegraph:
https://www.belfasttelegraph.co.uk/business/spanish-takeover-of-iconic-shipbuilder-harland-and-wolff-completed-securing-500-jobs-in-belfast/a1487368484.html
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12. GB Developments
PCS renews call for civil-service-wide collective bargaining on pay
The civil service's biggest union has said it will continue pushing for reform of the current fragmented system of pay bargaining for officials as the government's Employment Rights Bill moves through parliament. Under the "delegated" pay framework, which has been in place since the 1990s, individual departments are responsible for negotiating annual awards with recognised trade unions – within the government-wide annual pay remit, set by the Cabinet Office and HM Treasury. While the Employment Rights Bill supports sectoral collective bargaining for school staff and adult social care workers, with the creation of negotiating bodies that could determine pay and other terms and conditions, it does not afford the same opportunity for civil servants. More from Civil Service World:
https://www.civilserviceworld.com/news/article/pcs-renews-call-for-civilservice-wide-collective-bargaining-on-pay
UK: Govt. human rights committee announced new inquiry into forced labour in supply chains
The Joint Committee on Human Rights has announced a new inquiry into forced labour in UK supply chains. The inquiry will examine the UK’s current legal and voluntary framework in relation to forced labour in international supply chains, and whether it is effective in managing forced labour exposure risks in the UK market, or if changes are required. It is estimated that 27.6 million people globally are subject to forced labour. You can read more on this from Business & Human Rights Resource Centre:
https://www.business-humanrights.org/en/latest-news/uk-govt-human-rights-committee-announced-new-inquiry-into-forced-labour-in-supply-chains/
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13. Friends of Legal Island
Emma McIlveen has been appointed as a Panel Chair for Independent Appeal Hearings via the The Labour Relations Agency
Congratulations Emma! Read more here:
https://www.linkedin.com/company/the-labour-relations-agency/posts/?feedView=all
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14. Free Webinars This Month
Employment Law at 11: preparing for change in 2025
Join us for the first Employment Law at 11 webinar of 2025 and get ready for change!
Big changes are on the horizon for employment legislation in Northern Ireland, and HR professionals need to be ready. Join us for a focused 45-minute webinar where Christine Quinn of Legal Island will chair the discussion, with legal expertise from Seamus McGranaghan of O’Reilly Stewart Solicitors, to help you prepare for what’s coming in 2025 and beyond.
We’ll cover:
1. 'Good Jobs' Bill
2. Draft Programme for Government
3. Domestic Abuse (Safe Leave)
Understand how these developments could impact your organisation and what steps you can take to stay ahead.
Bring your questions and Christine will put them to Seamus live!
REGISTER HERE:
https://attendee.gotowebinar.com/register/9184354112556792416?source=Round+Up
Check out previous discussions:
https://www.legal-island.com/resources/any-questions-webinars/
Enjoy the weekend.
Legal-Island
