With the Employment Rights Act finally gaining Royal Assent in December 2025, we take a look at what's in store for employment law in 2026. Our updated tracker highlights some of the key changes for 2026: April 2026 New pay rates: Each April new statutory minimum rates apply for the year ahead. From 1 April 2026, minimum pay rates per hour will increase to: ·         National Living Wage: o 21 and over - £12.71 – 4.1% increase (or £977 increase per year for full time staff o

An employment tribunal has ruled in favour of Sandra Moody, a black higher-level teaching assistant, who successfully proved race discrimination, harassment and unfair dismissal after being accused of having an “angry face” and intimidating pupils at a Southwark primary school. The tribunal found that complaints about her tone and facial expression were vague, exaggerated and influenced by negative racial stereotypes, with similar behaviour by white colleagues not scrutinised

Before our readers unwind for Christmas, we thought it prudent to round up where we are with The Employment Rights Bill’s ping pong deadlock.  As far as day one unfair dismissal rights goes the deadlock has finally broken with the government conceding a six-month qualifying period before the right applies. It also announced that the 52-week cap for compensation for unfair dismissal would be removed, currently the maximum award is £118,223. It is not however clear if the cap w

The Judgment in the case of Tom James Tailoring v Max Potter has been reported in the legal press, describing it as a "significant judgment". See further links below: Sunday Times: My work gave me an ultimatum: resign or abstain from drink City AM: High Court rejects Tom James' legal case against former employee Law News: Judgment published for Tom James UK Limited-vs-Max Potter 5- Day High Court restrictive covenant trial | LawNews.co.uk Solicitors Journal: High Court rules

PRESS RELEASE 05.11.25 The Honourable Mr Justice Ritchie decides that a  UK “ contract goes further than is reasonably necessary to protect the Claimant’s legitimate business interests and is unenforceable.”     The Honourable Mr Justice Ritchie has published judgment following the five-day Tom James -vs – Max Potter case heard in High Court between 15-21 October 2025. Tom James UK Ltd v Potter [2025] EWHC 2873 (KB) (04 November 2025)   His ruling states that Tom James,  the

The Employment Rights Bill should receive Royal Assent this month.  On 28 October 2025, the House of Lords considered the House of Commons’ amendments to the Employment Rights Bill.  The Lords proposed changes to: 1.       zero-hours clauses (amending their own amendment); 2.       the day-one right to unfair dismissal protections (insisting on a 6-month qualifying period, rather than day-one); and 3.       industrial action ballot thresholds (disagreeing with the proposal t

In Tom James -vs – Max Potter, The Honourable Mr Justice Ritchie has decided that a 12 month non-compete clause is not enforceable against a UK visiting tailor Press Release 22 October 2025   Stefan Brochwicz-Lewinski, John Hayes, Max Potter, Julia Whyte, Zahra Mahmood A High Court case involving a young personal tailor and the world’s largest customised tailoring company, headquartered in Tennessee, US has concluded. In Tom James v Max Potter, Judge Justice Ritchie ruled tha

US based tailoring giant Tom James Company has launched legal action against an ex-employee Max Potter, alleging breaches of restrictive covenants and confidentiality. Tom James are seeking to enforce a non-compete clause until June 2026. Mr Potter denies wrongdoing, calling the case “bullying” and saying it could force him into bankruptcy. Managing Partner, John Hayes who is acting for Mr Potter commented to City AM: “This case highlights the conflict between a big US corp