Top 5 for Busy People: 

1. Changes coming to NI on 6th April💰
2. TUC calls for emergency taskforce to protect UK from economic shock⛽
3. Skill Builder for HR: TUPE Management❓
4. Two in five UK employers ‘don’t have enough staff’ - why workforce planning is a priority 🎯
5. £45,147 award for Lidl supermarket worker with ADHD who was unfairly dismissed ⚖️

In other news................the Friday Round-up will land in your inbox a day early next week due to Easter - look out for it on Thursday morning! 🐣

1. Case Law Reviews
2. AI and Employment Law
3. Skill Builder for HR: TUPE Management
4. Changes coming to NI on 6th April
5. Middle East Conflict/Cost of Living
6. Workplace investigations
7. Recruitment
8. Just in Case You Missed It...
9. HR Developments
10. Employment News in the Media
11. GB Developments
12. Free Webinars This Month

Wallace v Citibank NI UK [2026] NIIT 32119/23

Summary Description: 

Race discrimination claim dismissed as the decision to dismiss during probation was due to poor performance and failure to follow the social media policy.

Claimant: 

Tadela Wallace

Respondent: 

Citibank NI UK

Practical Guidance for Employers:

Even during a very short period of employment there can be issues arise which reach the door of the Tribunal.   As this was only three months into the employment there was no right not to be unfairly dismissed so it was solely on the issue of race discrimination.  The range of issues arising during the claimant’s employment made it demonstrable that the reason for the dismissal was due to that poor performance rather than any difference of treatment relating to the claimant’s race.

Read the Review in full: Wallace v Citibank NI UK [2026]

Hegarty v Northern Ireland Fire and Rescue Service [2026] NIIT 6207/25

Summary Description: 

Claim submitted out of time and not just and equitable to extend time, even where the argument was raised that the claimant was waiting for an internal resolution.

Claimant: 

John Hegarty

Respondent: 

Northern Ireland Fire and Rescue Service

Practical Guidance for Employers:

The case demonstrates quite clearly that it is not sufficient to wait for internal resolution which may take a series of months and use that as a reason for why the claim was presented late.  The three months’ time limit still applies.  An issue arising for the Tribunal is the use of AI in relation to witness statements with two different views being held in two cases within a month of each other.   This is a matter that the Tribunal will need to address to ensure consistency – on the face of it – the use of AI should not, in itself, render the evidence of any less value.  However, it is the content of it and ensuring that it is checked by the witness that is important to ensure that it has cogency and weight to be attached.

Read the Review in full: Hegarty v Northern Ireland Fire and Rescue Service [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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US appeals court fines lawyers $30,000 in latest AI-related sanction

An appeal containing fake case citations that misrepresent the law can be dismissed as frivolous, a U.S. federal appeals court panel said in a decision sanctioning ​two attorneys who submitted filings that bore hallmarks of artificial intelligence "hallucinations." Reuters reports that the sanctions decision comes as more courts grapple with fake case citations and other errors attributable to generative artificial intelligence platforms, which sometimes fabricate information. Lawyers are not prohibited from using AI tools but are bound to safeguard the accuracy of their submissions, and dozens of attorneys have been sanctioned in recent years for submitting AI-generated ​material that they failed to vet.

On the flip side, Jack Balmer from Tughans LLP wrote about AI increasingly making an appearance in employee grievances. If you missed it, you can catch up here.

GOV.UK AI chatbot achieves 90% accuracy

The Government Digital Service has reported achieving 90% accuracy for responses generated by its in-development artificial intelligence assistant GOV.UK Chat. According to an update on the project, GOV.UK Chat has been used by more than 10,000 participants in two public pilots over the course of the last 18 months. You can read more on this from Civil Service World.

Restructuring regrets: why companies are backtracking on AI-driven redundancies

People Management reports the majority of HR leaders say they regret making hasty layoff decisions, as half of organisations rehire roles within six months. Nine in 10 of the 600 HR professionals surveyed by Careerminds UK said they would approach their AI-driven restructuring differently if they had the chance.

AI for HR Weekly Podcast with Barry Phillips 🎙️

The Holy Grail of Workplace Efficiency — Have We Finally Found It?

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 or Apple Podcasts.

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

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Skill Builder for HR: TUPE Management 

📅Thursday 23rd April 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. Join Gareth Walls, Partner and Head of Employment Group at A&L Goodbody (NI) LLP and self-confessed TUPE ‘geek’ as he shares practical insights into managing TUPE transfers.

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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Northern Ireland becomes the first region to provide paid leave to parents affected by miscarriage

Economy Minister Dr Caoimhe Archibald has confirmed that new miscarriage leave and pay entitlements will come into effect from 6 April 2026. The new Regulations will extend statutory Parental Bereavement Leave and Pay to workers after a miscarriage.  The Regulations also make Parental Bereavement Leave and Pay a day-one right for workers, abolishing the qualifying period of 26 weeks of continuous employment. More here.

And for another take.............

NI Leading the Way - Parental Bereavement Leave and Pay to Include Miscarriage

From 6 April 2026, Northern Ireland will become the first jurisdiction in the northern hemisphere to extend statutory Parental Bereavement Leave and Pay to include miscarriage and early pregnancy loss. The new provisions will cover the pregnant woman and anyone with a defined connection to the pregnancy. More from the LRA.

Economy Minister Dr Caoimhe Archibald announced an increase in the limits for payments and awards to workers in relation to certain employment rights.

Taking effect from April 6, the limit on the compensatory award for unfair dismissal rises from £118,455 to £123,785. Also, the maximum amount for a week’s pay for the purpose of calculating redundancy payments rises from £749 to £783.

The increased limits relate to a range of employment rights including:

•    statutory redundancy payments;
•    the basic and compensatory awards for unfair dismissal;
•    the limit on guarantee payments made when employees are not provided with work; and
•    the minimum basic award for unfair dismissal in health and safety and certain other cases.

You can read more here.

And...

UK Supreme Court fees increase

From 1 April 2026, the UK Supreme Court fees will increase as part of changes recommended by the Lord Chancellor. The Lord Chancellor has raised fees to cover inflationary changes according to the Consumer Prices Index. The permission to appeal fee will increase to £1,470, and the fee for filing a notice of appeal will rise to £9,500. You can find out more here.

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Fuel Rationing, No AC, 4-Day Work Week: How countries are dealing with the Iran war oil crisis

The Iran war and the near-complete closure of the Strait of Hormuz has forced several countries to adopt measures to significantly curb energy and fuel use to help tackle a crisis that the International Energy Agency has described as the “largest supply disruption in the history of the global oil market.” You can read more on this from Forbes.

Work from home and slow down on the road: world’s energy watchdog advises emergency measures as oil prices rise

The world’s energy watchdog has advised governments to reduce highway speeds and encouraged workers to carpool or, ideally, work from home to combat soaring oil prices and impending fuel shortages caused by the Middle East conflict. The Guardian has more.

Iran conflict: TUC calls for emergency taskforce to protect UK from economic shock

The TUC has called for an emergency taskforce – learning from the lessons of the pandemic – to help protect the UK from the economic fallout of the US-Iranian conflict. The union body says ministers should urgently bring together employers and unions to discuss plans and contingencies. The call comes amid a serious escalation in the war after targeting of gas fields leading to rising oil and gas prices. You can read the full press release here.

Meanwhile…

Irish government to cut excise duty on diesel and petrol

Excise duty on petrol and diesel is set to be cut by the Irish government in a bid to help people with volatile prices caused by the war in the Middle East. From midnight on Wednesday until the end of May, excise duty on diesel will be reduced by 20 cent and petrol by 15 cent. BBC News has more.

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Parliamentary group warns misuse of NDAs undermines workplace trust

Workplace Insight reports a cross-party group of parliamentarians, business leaders and experts has warned that non-disclosure agreements are “good for no-one” when used to conceal harmful behaviour in the workplace rather than address it. Read here.

Union declares victory in WhatsApp group ‘victimisation’ case

The UK Civil Service’s biggest union, PCS has declared a “major win” after The Pensions Regulator agreed to pay £90,000 to union reps who were disciplined for failing to share WhatsApp messages with managers. The case began in 2024 when TPR demanded access to the PCS branch WhatsApp group, held on personal devices, as part of an investigation into an alleged information leak. Civil Service World has more on this. 

In addition…

Considerations and risk management during workplace investigations

This article from People Management explains how employers can best mitigate legal and reputational issues when investigating an incident. More here.

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Workforce is ‘restless but largely immobile,’ Gallup finds

Worker engagement has fallen to its lowest level in a decade, and fewer than 3 in 10 workers feel it’s a “good time” to find a job, data showed. HR Dive has more here.

Home Office reiterates phishing scam warning to UK sponsor licence holders

The Home Office has issued a communication to sponsors' Key Contacts and Authorising Officers, warning of ongoing phishing scams and reminding Sponsorship Management System (SMS) users to be vigilant about account security. Lewis Silkin outlines the risks and steps you can take to protect your organisation.

Two in five UK employers ‘don’t have enough staff’

Research from European HR and payroll services provider SD Worx has found two in five UK employers say they don’t have enough staff to get the work done. The study surveyed 5,936 HR decision-makers and 16,500 employees across 16 European countries, including 305 UK employers and 1,000 UK employees. The latest findings show 43.3 per cent of UK employers say their teams are faced with a shortage of workers to get the job done. The Global Recruiter outlines why workforce planning is a high priority.

UK Sponsor licence changes signal a shift in hiring accountability

New Home Office sponsor licence guidance is raising compliance expectations for employers. This article from HRD Connect explores why the changes are happening, what they mean for key industries and how HR leaders should respond.

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The Employment Law Hub is a comprehensive, jurisdiction-specific resource designed for HR professionals, legal advisors, and business leaders. It centralises essential employment law and HR updates, expertly curated and written by leading HR and legal specialists to provide reliable, practical, and authoritative insights. We have over 700+ in depth articles and 1000+ case law reviews. As a subscriber, you have access to all of this. Check it out the full Hub here and below are some recent articles you may have missed.....

Beyond Vento: Is Personal Injury Reshaping Tribunal Compensation in Northern Ireland?

For discrimination claims in the Industrial Tribunal in Northern Ireland, the remedy is Injury to Feelings. Assessing the extent of Injury to Feelings is not a straightforward task and one that often requires an assessment of medical information/evidence by a Tribunal. Read more from Niall McMullan, Partner and Head of Employment Team, Edwards Solicitors.

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Working when the clocks go forward: how should employers handle losing an hour?

The clocks go forward an hour at 1:00am GMT on Sunday 29 March 2026. But what does this mean for staff working a night shift? How does it affect their pay? Can they go home at the usual time, even though they have worked less time? Personnel Today provides the answer here. 

Acas: Mental health problems among top three reasons for staff absence

Almost a third of managers say that stress, anxiety, depression and other mental health problems were among the chief reasons staff give for sickness absence. A YouGov survey, commissioned by workplace expert Acas, asked employers what the top three reasons employees give for being off sick from work. More from Personnel Today.

How to use employee networks to shape benefits strategy

Employee networks and resource groups are a common feature in many organisations. These typically provide support that covers working parents and carers, neurodiversity, disability, mental health and women’s health issues, among others.  These groups offer employees access to like-minded colleagues who share specific challenges and experiences that they can relate to, helping them to feel less alone and find support. This can also benefit employers by providing insights into what help different workforce demographics may need, shaping benefits strategies at the same time. Employee Benefits explains.

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An employment tribunal has ruled in favour of more than 900 drivers bringing claims against Addison Lee over compensation stemming from previous rulings. The judgment, handed down on 19 March following a remedy hearing in the Watford employment tribunal, marks a significant step forward for drivers who have been fighting for almost a decade against the London-based private hire operator on worker status. Read in full.

An employment tribunal has awarded a former therapist who has endometriosis £26,809.14, concluding a disability discrimination case. Iunia Butunoi was unfairly dismissed after she took a period of sick leave from June 2022 due to tendonitis, endometriosis, depression and anxiety. According to the employer's representatives, Butunoi was dismissed because her long-term absence was not sustainable within their small business. HR Magazine has more on this.

A personal trainer sacked by David Lloyd gyms after he was accused of sexual harassment has lost a wrongful dismissal claim and been handed a £17,000 bill. Alex West, who worked at the chain's Cheam club in Surrey for nearly eight years, had his claims thrown out after a tribunal heard allegations he had sexually harassed several co-workers, submitted fake legal fees and refused to answer a single question at his own disciplinary hearing. More from the Daily Mail.

An employee who lost his job after vaping in his workplace’s toilets was unfairly dismissed, an employment tribunal has found. Luke Billings had worked as a technical operator at Nestlé’s Hatton plant and was dismissed for alleged gross misconduct in October 2023. His claim at the tribunal was for unfair dismissal and disability discrimination. Personnel Today has more on this.

Postal workers from across the UK have told the BBC they are being asked to move or hide mail from senior bosses so it looks like delivery targets are being met. They told BBC Your Voice they are often told by managers "take the mail for a ride" when they raise that they have too many parcels to have time to deliver letters as well.

A former Lidl supermarket worker who has intense sensitivity to rejection – a symptom of their ADHD – was unfairly dismissed, a tribunal has ruled, awarding them £45,147 in compensation. Ryan Toghill was fired for gross misconduct on 22 August 2023, after a disciplinary meeting held the day before (21 August), found that Toghill had disregarded his manager’s authority by operating a forklift against his manager’s orders, and that Toghill has failed to show any remorse for his wrongdoing. You can read more from HR Magazine.

A Hindu priest who was told he “had to retire from his services from the temple” after reaching the age of 68 has won his discrimination claim. Deoraj Dwivedi, who worked at the Hindu Cultural Resource Centre in Sandwell for 11 years, was dismissed for alleged gross misconduct, with claims he kept Dakshina – money given by worshippers as donations – instead of passing it to the committee. However, the West Midlands tribunal determined that there had been no gross misconduct and that the real reason for his dismissal was his age. More from People Management.

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

Gender pay gap and menopause action plans: what UK employers need to know

The government has published new guidance to help employers take practical steps to support women at work. From April 2026, employers with 250 or more employees can voluntarily publish an action plan alongside their gender pay gap data. These plans will set out the steps the organisation is taking to reduce its gender pay gap and support employees going through the menopause. While currently voluntary, action plans will become a legal requirement from spring 2027 under the Employment Rights Act 2025. Osborne Clarke provides guidance.

Employment law changes in April 2026: what employers and HR teams need to know

A number of reforms introduced by the Employment Rights Act 2025, alongside wider statutory updates, are coming into force and will affect pay, statutory entitlements, workplace rights and compliance obligations. Irwin Mitchell LLP have outlined what you need to prepare for, including:

Trade unions - *GB ONLY*
On 6 April 2026, the statutory procedure for the recognition of trade unions for the purpose of collective bargaining will be simplified.

However, these apply in NI:

National Minimum Wage
From 1 April 2026, the National Living Wage (payable to workers aged 21 and above) will increase by 4.1% from £12.21 to £12.71.

Statutory rates
From 6 April 2026, the weekly rate of Statutory Maternity Pay, Maternity Allowance, Statutory Paternity Pay, Statutory Adoption Pay, Statutory Shared Parental Leave Pay, Parental Bereavement Pay, and Statutory Neonatal Care Leave Pay is expected to increase to £194.32 (currently £187.18).

You can find out more here.

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Employment Law at 11

Our regular webinar will return in May. Got a topic you'd like Seamus and Christine to discuss? Drop us a line at gosia@legal-island.com or contact Seamus or Christine on LinkedIn.

📅 Friday 8th May 2026

🕒 11am to 11.45am

📍 Live online | Free to attend

REGISTER HERE

Can't wait until then? Catch up with the last webinar here:

Miscarriage & Bereavement in the Workplace

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

Enjoy your weekend!

Legal Island

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