Those expecting the usual crop of government consultations on employment law reform to be rushed out before the summer recess will be disappointed this year; most of the ‘to do’ list (here) remains untouched, with just a few exceptions:

• The Government has finally published its response to the 2018 employment status consultation (which formed part of its Good Work Plan arising out of the Taylor Review). It has concluded that the time is not right for legislative reform to the status tests nor to bring forward proposals to align the employment and tax frameworks, given the lack of consensus on what reforms are appropriate, the need for business to focus on economic recovery from the pandemic, and the wider economic context. Instead the Government hopes to ‘deliver greater clarity’ by publishing guidance on employment status and rights, for HR and legal professionals, for individuals and for employers, available here. The Government also notes the benefit of allowing time for the impact of the Uber Supreme Court judgment “to flow through to marketplace practices before considering any further interventions”.
• Legislation to increase the maximum damages which may be ordered against a union for unlawful industrial action and to revoke the restriction on employment businesses supplying temporary staff to replace striking workers came into force on 21 July 2022. Unison has indicated that it intends to seek judicial review of the provisions on using temporary staff.
• The Government...

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