Top 5 reads with your morning coffee ☕

1. The disturbing rise of second-hand stress 😰
2. Banker jailed after faking sexual harassment claims against a female manager ⚖️
3. Employee reluctant to give witness evidence – how to handle it? 🗣️
4. Insight into how NI Tribunals respond to AI-written submissions 🤖
5. How AI is reinventing employer branding 💡

In other news................New SSP rules. Real implications for NI employers. Join our "SSP Reform and Managing Sickness Absence in NI" event on 19th March. The employment law experts at Lewis Silkin (NI) LLP will get you up to speed with the changes coming this April. More details HERE. 

1. Case Law Reviews
2. AI and Employment Law
3. Skill Builder for HR
4. SSP Changes
5. Enhancement of Parental Leave and Pay
6. Record high numbers on zero-hours contracts
7. Just in Case You Missed It...
8. HR Developments
9. Employment News in the Media
10. GB Developments
11. Free Webinars This Month

Humphrey v Martin t/a Vitality Skin Clinic [2026] 54167/24 

Summary Description: 

No constructive dismissal following a resignation when the claimant was questioned about attempting to take clients from the respondent.  Useful guidance on how NI Tribunals react to AI written submissions.

Claimant: 

Tamsin Humphrey

Respondent: 

Natalie Martin t/a Vitality Skin Clinic

Practical Guidance for Employers:

This case is demonstrable of a falling out between friends who turned into work colleagues.  It related to an attempt to take clients followed by a resignation and issues with unpaid wages and holiday pay.  However, one of the key learning points may be the Tribunal’s attitude to the use of AI and that it did not affect the weight attached to the statement.  This is a sensible decision considering that in using it, it would be for the individual using it to stand over what it has generated and ultimately what they have submitted.   If there are issues with what it has created, then it would fall for that party to stand over or to be cognisant of in terms of how it may be questioned or treated at the Tribunal.

Read the Review in full: Humphrey v Martin t/a Vitality Skin Clinic [2026]

Bell v Scotts Electrical Services Ltd & Pronto Engineering Group Ltd [2026] NIIT 17377/24

Summary Description: 

The claimant’s employment had transferred to the second respondent in a disputed TUPE situation – this made them liable for unfair dismissal when they did not accept him.

Claimant: 

 Colin Bell

Respondent: 

Scotts Electrical Services Ltd
Pronto Engineering Group Ltd

Practical Guidance for Employers:

This case showcases a situation in which the employee is caught in the middle of two employers arguing about whether a TUPE situation has arisen. Unfortunately, for the claimant it led to a grievance being issued to both yet neither would deal with it pointing the finger at the other.  The Tribunal determined this through the framework set out in Enterprise Management Services and showing that a TUPE situation had arisen and the claimant’s employment had transferred to the second respondent.

Read the Review in full: Bell v Scotts Electrical Services Ltd & Pronto Engineering Group Ltd [2026]

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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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How AI is Reinventing Employer Branding

Today’s candidates prioritise authenticity over advertising. AI is transforming employer branding into a strategic engine for real-time listening and predictive reputation management. Success lies in balancing technological efficiency with human empathy to ensure brands feel human. The future of HR demands a powerful fusion of data and emotional intelligence. HR Director has the full story.

AI for HR Weekly Podcast with Barry Phillips 🎙️

This week's episode: GenAI is Free… But Soon We’ll Need to Talk Budgets

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

Listen on 🎧 Spotify or Apple Podcasts

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

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📅Thursday 26th March 2026
⏰12:30 - 14:00 ( 1 hour 30 mins )
📍Online

Part of the Skill Builder for HR series, this 90-minute practical session is designed for HR professionals managing diverse ways of working across their organisations. Dr Susan Hill of Medmark Occupational Healthcare will share practical guidance on helping HR move from reactive case management to proactive, culture-shaping impact. You’ll gain clear, actionable insights to better support employees, partner effectively with occupational health, and strengthen team dynamics. More here.

Legal Island Employment Law Hub Members receive two FREE Skill builder places*

*As part of their subscription - worth £270. T&Cs apply.

Find out more about all the upcoming Skill Builder for HR sessions HERE. 

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Statutory sick pay changes valued most by staff and employers

Changes to statutory sick pay will have the biggest impact on both workers and their employers, according to polling by Acas. The conciliation service found that – of the new measures introduced as part of the Employment Rights Act 2025 – the day-one right to statutory sick pay was the one considered to be most important. From 6 April, SSP will become payable from the first day of an employee’s sickness absence, rather than the fourth. Read more.

Event: SSP Reform and Managing Sickness Absence in NI

Join our "SSP Reform and Managing Sickness Absence in NI" event on 19th March. The employment law experts at Lewis Silkin (NI) LLP will get you up to speed with the changes coming this April. More details here.

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Enhancement of Parental Leave and Pay - Miscarriage criterion, and "day-one" right to Statutory Parental Bereavement Pay

Section 75 Equality of Opportunity Screening Template

The purpose of this form is to help you to consider whether a new policy (either internal or external) or legislation will require a full equality impact assessment (EQIA). Those policies identified as having significant implications for equality of opportunity must be subject to full EQIA. The form will provide a record of the factors taken into account if a policy is screened out, or excluded for EQIA. It will provide a basis for quarterly consultation on the outcome of the screening exercise, and will be referenced in the biannual review of progress made to the Minister and in the Annual Report to the Equality Commission. Read more from NI Gov here.

See here the final Regulatory Impact Assessment in relation to the Draft Parental Bereavement Leave and Pay (Miscarriage) Regulations (Northern Ireland) 2026, which are subject to Assembly approval before they can be made. Read here.

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A record 1.23 million people in the UK are now on zero-hours contracts as their main employment, according to the Work Foundation at Lancaster University. The think tank’s analysis of workforce data from the Office for National Statistics found that the number of zero-hours contracts grew by 91,000 over a year, driven by workers between the ages of 16 and 24. More from Personnel Today.

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Employee reluctant to give witness evidence: How do I Handle it?

There are many reasons why an employee may be reluctant or refuse to attend a Tribunal as a witness to give evidence. The formality of the tribunal setting can feel intimidating, and the prospect of entering the witness box can cause the significant stress. Witnesses may also be concerned about potential repercussions related to the evidence they give, whether from their employer or other employees – especially if they know them personally.  Read the full piece by Emma Doherty, Associate at Tughans LLP here.

M is for Modernising Employment Law – Making Sense of the ‘Good Jobs’ Employment Rights Bill

While there are clear parallels with developments under the Employment Rights Act 2025 and ongoing reforms in Great Britain, Northern Ireland’s framework will operate independently - and in some areas may go further. This article explores the key pillars of reform and outlines some practical implications for employers operating in Northern Ireland. Read AAB's latest article by Shannon Lennon here. 

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The disturbing rise of second-hand stress

The research, conducted by RRC International, found that 964,000 workers in the UK reported themselves to be suffering from stress caused or made worse by work. With the average workforce made up of nine people, and 26% of those susceptible to second-hand-stress, this means 2,255,760 workers could be suffering from second-hand stress – 7% of the entire UK workforce. Don’t stress, we’ve got the full story here.

Job Hugging Is the New Quiet Quitting... Only Worse

Low turnover has long been the “holy grail” of HR metrics, but in 2026, it might be a symptom of a deeper malaise. As economic anxiety and AI-tech-dread take hold, employees aren’t staying because they’re inspired, they’re “job hugging” for survival. Is your organization’s stability actually a sign of dangerous stagnation? HRD Connect has the full story.

Half of HR fear their managers lack people skills

More than half of HR professionals worry managers in their organisation are not confident handling people issues, with this exacerbating conflict and fuelling tribunal claims. A poll of 261 HR professionals for HR platform WorkNest found 56% agreed their managers were “not very or not at all confident” when it came to dealing with people issues. At the same time, 68% reported that conflicts and people issues had escalated because of delays or poor handling, while 43% even said they had faced an employment tribunal claim at some point as a result of a people issue. Personnel Today has more.

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The new Living Wage Foundation finding that NI has second-highest low-pay rate in UK despite overall fall, is more evidence that working families need the protections proposed in the long-awaited Good Jobs Bill. Read more.

Statistics on young people who are not in education, employment or training (NEET) were published this week by the Northern Ireland Statistics & Research Agency. There were an estimated 20,000 young people aged 16 to 24 years in Northern Ireland who were not in education, employment or training (NEET) in October to December 2025. Read in full here.

A banker jailed after he 'made up' sexual harassment claims against a female manager has had his sentence more than halved by appeal judges. Damilare Ajao, who worked in London for German finance giant Commerzbank, said the manager 'flirtatiously' told him she could see his nipples and tried to touch his Gucci belt in the staff canteen. He brought an Employment Tribunal claim against the bank but his 'simply false' allegations were dismissed and Commerzbank filed a contempt of court claim against Ajao. Read here.

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

GB flexible working law to create new ‘burden’ for employers

NB: while this article refers to ‘UK employers’ throughout, the consultation discussed only relates to the GB Employment Rights Act 2025 which does not affect the NI flexible working regime.

Government plans for new rules on requests for flexible working could place additional legal and administrative burdens on UK businesses, a law firm has warned. A government consultation on flexible working changes, part of the Employment Rights Act 2025, opened earlier this month and ends on 30 April 2026. The new measures are scheduled to come into force sometime in 2027. Catch up.

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Employment Law at 11: 

New Legislation: Paid Miscarriage Leave and Bereavement Rights

📅 Friday 6th March

🕒 11am to 11.45am

📍 Live online | Free to attend

Register here. 

NEW LEGISLATION ALERT: Join Seamus McGranaghan of O’Reilly Stewart Solicitors and Christine Quinn of Legal Island for the next instalment of Employment Law at 11. They’ll be offering a guide to paid miscarriage leave in Northern Ireland, coming into effect in April 2026, and broader guidance on supporting employees through bereavement. We’ll cover statutory entitlements, policy considerations, and best practice for compassionate workplace support, helping employers navigate these sensitive situations with confidence.

**As a bonus for attending you'll receive FREE access to Legal Island's Bereavement in the Workplace eLearning course**

Enjoy your weekend!

Legal Island

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