Ongoing activity under the Employment Rights Act 2025 signals a continued acceleration of reform for UK employers. Effective 6 April 2026, employers are subject to a duty to keep adequate holiday and holiday pay records for six years, with failure to do so constituting a criminal offence. A statutory right for independent trade unions to access workplaces, physically and digitally, is expected to come into force from October 2026. The government is also consulting on regulations that will significantly restrict the use of non‑disclosure agreements in cases of workplace harassment and discrimination, with NDAs expected to be void in most cases.
Recent EU developments include publication of updated, non‑binding EU‑wide guidelines on gender‑neutral job evaluation and classification, with a practical toolkit and templates to support compliance with the Gender Pay Transparency Directive. The Omnibus I Amending Directive simplifies both the Corporate Sustainability Reporting Directive (CSRD) and the Corporate Sustainability Due Diligence Directive (CSDDD). The CSRD has tighter headcount and turnover thresholds and revised timelines. The CSDDD scope is narrowed to very large companies and application delayed to July 2029, but labour and human‑rights due diligence...
Image: Facebook/SAPS The IDAC has rubbished rumours that it has a J50 warrant of arrest for KZN provincial police commissioner Lieutenant-General Nhlanhla Mkhwanazi as “false”. This comes after re...