Last reviewed 11 July 2026
What an occupational health report is actually for, whose side it is on, and where it can go wrong before it shapes a decision about your job.
Last reviewed 11 July 2026
A different, wider claim from disability discrimination itself, covering unfavourable treatment because of something that flows from your disability.
Last reviewed 11 July 2026
What the duty to make reasonable adjustments actually covers, when it kicks in, and why offering to "talk about it" is not the same as making a change.
Last reviewed 7 July 2026
The legal test for disability is broader than most people think, and does not require a formal diagnosis or a condition that affects you every day.
Last reviewed 11 July 2026
If your grievance is being handled badly, you're not imagining it. This guide names the six most common ways employers get it wrong, and what each one means for your position.
Last reviewed 10 July 2026
From October 2026, employers face a stronger duty to prevent harassment, and can be held liable for harassment by customers and clients too. Here is what is changing and what it means for you.
Last reviewed 10 July 2026
A new law is coming that voids NDAs used to silence harassment and discrimination complaints. Here is what protection will look like, and what it does not change yet.
Last reviewed 10 July 2026
Big changes are coming to unfair dismissal rights: a shorter qualifying period and no cap on what you could be owed. Here is what is changing and when.
Last reviewed 10 July 2026
A plain-English walk through the legal test for harassment at work, and why the bar is often lower than people expect.
Last reviewed 10 July 2026
Raising a genuine concern about discrimination is protected by law, even if the complaint doesn't succeed. Here's what counts as victimisation and what doesn't.
Last reviewed 10 July 2026
A rule that applies to everyone can still be unlawful if it puts people like you at a disadvantage. Here's how to tell, and what your employer has to prove.
Last reviewed 10 July 2026
Fair tips allocation doesn't mean identical shares, but the criteria your employer picks can still be discriminatory. Here's what to watch for, using length of service as the clearest example.
