5 Must-Knows This Week:

1. New agency chair to tackle wage underpayment and worker exploitation 💼
2. NI Labour Market Statistics – October 2025 trends 📊
3. One in four working carers consider quitting over caring pressures 🧩
4. EHRC withdraws guidance encouraging trans exclusion 🏳️‍⚧️
5. Dismissal fair where TUPE employee skipped breaks under Working Time Directive ⚖️

In other news................It’s almost here! Legal Island’s Annual Review of Employment Law, our flagship event of the year takes place on 13th November, live at the Crowne Plaza Belfast (and online for those who prefer to tune in from afar).

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1. Annual Review Session of the Week - 5 GenAI Tools No HR Professional Should be Without
2. Case Law Reviews
3. AI and Employment Law
4. Cyber Security
5. Modern Slavery
6. Workplace Culture
7. DEI
8. NI Labour Market Statistics - October 2025
9. Just in Case You Missed It...
10. HR Developments
11. Friends of Legal Island
12. Health & Safety Developments
13. Employment News in the Media
14. GB Developments
15. Free Webinars This Month

5 GenAI Tools No HR Professional Should be Without

Discover how generative AI is reshaping the HR landscape in this essential session with Aaron Windrum, Principal Human Resources Consultant. Aaron will showcase five powerful tools that can transform your HR function—streamlining recruitment, boosting engagement, simplifying compliance, and freeing your team to focus on what really matters. Gain practical insights and real-world examples you can apply immediately to drive smarter, more efficient HR operations.

It’s almost here! Legal Island’s Annual Review of Employment Law, our flagship event of the year takes place on 13th November, live at the Crowne Plaza Belfast (and online for those who prefer to tune in from afar).

This is the go-to event for HR professionals who want to stay ahead of the curve, get practical insights from leading experts, and connect with peers who are shaping the future of work.

Each week between now and the big day, we’ll shine a spotlight on the must-see sessions in this year’s packed programme.

Don’t miss out.  Check out the full line-up and secure your spot today. More details here.

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Ogumodede v Churchill Contract Services [2025] Case No: 2225883/2024

Summary Description: 

Dismissal relating to one of the claimant’s jobs was fair because she was working without the breaks required under the Working Time Directive.

Claimant: 

M Ogumodede

Respondent: 

Churchill Contract Services

Practical Guidance for Employers:

A clear case when looking at the Working Time Regulations and their application but a more difficult case when considering that the claimant had been doing this work for a long time and there had been no issues.  It was even acknowledged that the claimant would be not have been considered for voluntary redundancy in the role she was dismissed from considering the work that she had done and the scoring system which had been used.   The reason for the Working Time Directive is clear to allow proper rests and provide protections for employees and it is unlikely that an opt-out to that would not be subject to abuse by unscrupulous employers.  This means that the claimant here was caught in a difficult position following her transfer of her second employment to the same employer as her first employment.

Read the Review in full: Ogumodede v Churchill Contract Services [2025]

Kealey v CCMS & The Board of Governors of St Patrick’s College, Maghera [2025] NIIT 11266/23

Summary Description: 

 A teacher was unfairly dismissed when her concerns regarding her absences were not fully considered by the respondent when making the decision to dismiss.

Claimant: 

Maura Kealey

Respondents: 

Council for Catholic Maintained Schools
The Board of Governors of St Patrick’s College, Maghera

Practical Guidance for Employers:

The case of disciplinary action and ultimately dismissal on the grounds of capability where there is sickness absence is a thorny issue with various contextual matters.  Many situations arise with other issues lurking in the background such as other disciplinary matters or grievances within the workplace.  The Tribunal, here, recognised that where the claimant is raising issues about why they are absent from work that a reasonable employer would investigate those concerns and try to find a way in which the claimant could return to work. As this was not done, it led to the decision to be unfair on both procedural and substantive grounds.

Read the Review in full: Kealey v CCMS & The Board of Governors of St Patrick’s College, Maghera [2025]

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These case reviews were written by Jason Elliott BL.  NI Tribunal decisions are available on the OITFET website.

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.

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“AI has its limits”, tribunal tells ex-Axiom Ince employee

Artificial intelligence (AI) “has its limitations”, an employment tribunal judge has told a man who used it in a claim against collapsed law firm Axiom Ince, reports Legal Futures.

Nearly three-quarters of workers are untrained in AI as adoption pressure surges

A survey from Dayforce of nearly 7,000 workers, managers, and executives across six countries reveals that despite rapid AI uptake, 71% of workers have not received AI training in the past year, revealing a critical gap between AI enthusiasm and impact. The research points to a powerful intersection of human potential and technological ambition — and underscores that organisations must advance both in tandem to realise AI’s full value. HR Director has more on this.

AI for HR Weekly Podcast – with Barry Phillips

This week's episode: Accessing the Subject of AI – Is it as complicated for HR as we’re given to believe?

This week Barry Phillips argues that AI can be simplified and is actually easy to understand.

You can tune into the latest episode right here - or, if you’re on the move, why not take us with you?

Listen on all major platforms: 🎧 Spotify🎧 Amazon Music 🎧 Apple Podcasts

Simply search for “AI for HR Weekly Podcast” and enjoy expert insights anytime, anywhere.

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Why basic cybersecurity training just won’t cut it in 2025

Modern threats require modern solutions and companies today need to do more than provide just the basics for its workforce. Read more.

And of course you can always rely on Legal Island to keep your training up -to-date. Find out more about our Phishing and Cyber Security Awareness training and request a free demo.

Co-op CEO: ‘The buck for cyber stops with us as senior leaders’

Six months after a major cyberattack exposed data of 6.5 million Co-op members and disrupted operations across its businesses, CEO Shirine Khoury-Haq has urged fellow leaders to take responsibility. In a letter featured in the National Cyber Security Centre’s annual report, she shares lessons from the breach to help others tackle the growing threat. More from Public Technology.

And the full report is here: NCSC Annual Review 2025 – It’s time to act

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Addressing worker exploitation: Essential guidance for HR

Labour abuse reports have surged by over 40% annually since 2021, with late 2024 recording the highest modern slavery referrals since monitoring began. In this article, Browne Jacobson take a closer look at how HR professionals and employers are uniquely positioned to disrupt exploitative workplace practices before they take hold. Read more here. 

 And...

New agency chair appointed to crack down on minimum wage underpayment and worker exploitation

Ministers confirmed Matthew Taylor CBE will chair the brand-new Fair Work Agency which will transform how employment rights are enforced across the UK. From using new powers to ensure the estimated 900,000 people who have holiday pay withheld each year finally receive it, to cracking down on those employers failing to pay the minimum wage, the Fair Work Agency plans to tackle worker exploitation in the UK.

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Three in four companies allow staff to remote work abroad

There has been a big upwards trend in the number of mid-market businesses that allow UK based employees to take ‘workcations’ – meaning that employees by their own choice, work remotely from other countries for agreed periods of time. Businesses are becoming increasingly savvy when it comes to mitigating the tax compliance risks that come with allowing ‘workcations’. More from Business & Accountancy Daily.

UK workplace absence reaches 15-year high

Employers to take preventative action on mental health, as UK sickness absence reaches its highest level in over 15 years. Figures from the Chartered Institute of Personnel and Development (CIPD) show UK employees are now taking an average of 9.4 sick days a year. Mental health is the number one cause of long-term absence and the second biggest cause of short-term absence. Deloitte estimates that poor mental health is costing UK employers a staggering £51 billion a year in lost productivity, absence, and staff turnover. More from HR Director.

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EHRC withdraws interim guidance encouraging trans exclusion

After six months of confusion and delay, the EHRC has taken down interim guidance rushed out in April. The guidance told employers and service providers that they must exclude trans people from accessing gendered spaces and services, such as toilets. But some say the damage has already been done. More from the Good Law Project.

Redeployment not a reasonable adjustment where employee does not meet essential criteria for role

An EAT held that an employer had not failed to make reasonable adjustments by refusing to redeploy a disabled employee into roles for which he did not meet the essential criteria, and had not discriminated against him by dismissing him at the time it did. DAC Beachcroft has more on this.

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The labour market statistics published by the Northern Ireland Statistics & Research Agency reveal:

• The number of employees receiving pay through HMRC PAYE in NI in September 2025 was 814,700, an increase of 0.2% over the month and an increase 1.0% over the year.
• NI employees had a median monthly pay of £2,401 in September 2025
• The latest NI seasonally adjusted unemployment rate for the period June-August 2025 was estimated at 2.6%.

You can read more here.

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Employee posting controversial content on transgender issues and citing religious beliefs: How Do I Handle It?

Emma Doherty of Tughans LLP provides practical guidance for employers dealing with employees’ inflammatory social media posts. The article examines how to balance freedom of belief with reputational protection while ensuring any disciplinary response remains fair, lawful and proportionate. Access the full article here.

Q&A: What should an employer be aware of when obtaining a medical report on an employee?

This article explores what employers need to know when requesting medical reports on employees. It covers consent requirements, GDPR obligations and best-practice approaches to managing sensitive health data. More from Madison Bowyer, Associate at Arthur Cox, here.

The Mediation – how to prepare and what happens on the day

This article, by leading mediation experts Rosemary Connolly, Kathy Sinclair, and Martin Blake, explains how to prepare for and conduct a successful workplace mediation. It outlines the HR professional’s role before, during, and after mediation, offering practical steps to promote fairness, collaboration and lasting resolution. Read more here.

How to handle workplace name calling

Offensive language has no place in the workplace but employers should be wary that not all insults warrant immediate dismissal. More from People Management here.

Protecting beliefs is a delicate balancing act

Political, cultural and philosophical views are increasingly polarised, with a growing number of individuals adopting a firmly liberal or strongly conservative stance on social issues. This can trickle down into the workplace, with colleagues finding themselves at opposite ends of a particular belief spectrum. This article in The Scotsman looks at the issues.

Why eldercare and pet benefits are as important as childcare

UK workers are now more likely to be caring for adults aged over 65 than children under 15, with one in four working carers considering giving up their job entirely due to struggles balancing responsibilities. And over half of UK households now have a pet cat or dog who is considered one of the family. Personnel Today looks at how broadening the definition of ‘family care’ can make benefits even more inclusive.

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Peter Bloch

Barrister and Employers Federation Northern Ireland managing director Peter Bloch has passed away.

The thoughts and condolences from all at Legal Island to his family and colleagues at the Employers Federation. Irish Legal News has details of his funeral. Read here.

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Four-in-five UK tradespeople have experienced mental health problems due to stress

As mental health takes centre stage in the construction industry, Safety Group shares ten expert tips to help employers recognise and address wellbeing challenges. From open communication to manager training, these steps aim to create a culture of care across every construction site. More from HR Director.

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A warehouse worker dismissed for taking chewing gum meant for customer parcels has won his unfair dismissal case. Florentin Moraru, employed at Boohoo’s Sheffield warehouse, said the gum was left openly around the site and commonly taken by staff, including managers, despite a no-food policy. Personnel Today has more on this.

The director for HR at a Kent-based plastic piping manufacturer had instructed a private investigator to undertake surveillance on a warehouse operative who was receiving 70 per cent of his salary under the firm’s insurance policy while off sick. Despite an occupational health assessment concluding he was unable to carry out his duties, his employer not only failed to resume the insurance payments it had cancelled but it subsequently terminated his employment. Ashford Employment Tribunal ruled that warehouse operative Neil Wilson was unfairly dismissed by his employer, Aliaxis UK Limited, a plastic piping manufacturer, and that he had experienced discrimination as a result of his disability. More from IOSH Magazine.

A transgender Royal Mail employee has been awarded compensation after being subjected to bullying, verbal abuse and physical assault.  Sophie Cole was awarded £12,500 by an employment tribunal, with the judge deciding that Royal Mail had failed to act on the complaints. More from Pink News.

A former market manager at a Walmart in Pennsylvania filed a lawsuit claiming he was dismissed for reporting misconduct by two African American senior leaders via a tip line. He alleges the termination was racially discriminatory and linked to Walmart’s 2020 DEI programme, which he says encouraged hiring and promotion based on race. The suit cites a breach of the Civil Rights Act of 1866, which prohibits racial discrimination in employment. More from HR Dive.

Lidl has placed 130 HR positions at risk as it plans to centralise human resources from its regional warehouses to its head office. The German supermarket is setting up 100 new HR roles in its Tolworth head office and has commenced a 90 day consultation with 130 HR workers based in its regional distribution centres. More from the Retail Gazette.

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NB: Please note these articles relate to GB and do not apply in Northern Ireland, unless otherwise stated.

Co-op warns 150,000 jobs at risk ahead of Autumn Budget

The Co-op has warned that 60,000 small shops and 150,000 jobs could be lost without business rates reform in next month’s Autumn Budget. The Manchester-headquartered group has said Britain’s high streets “face a critical moment” and that Chancellor Rachel Reeves needs to announce “maximum” business rates relief on 26 November. More from City AM.

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Employment Law at 11

📅 Friday 5th December 2025

🕒 11am to 11.45am

📍 Live online | Free to attend

Register here. 

Employment Law at 11 is taking a break in November, but will be LIVE and in-person at the Annual Review of Employment Law on 13th November 2025. Join Christine and Seamus in-person at the Crowne Plaza, Belfast, or from the comfort of your own home or office - the joys of a hybrid event! More details HERE.

Enjoy your weekend!

Legal Island

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