The number of Employment Tribunal claims continues to climb. According to the Ministry of Justice, single Employment Tribunal receipts increased by 19%, and open cases rose by 18% in Q1 2024/25 compared to the same period the previous year. This trend reflects the broader pressures in the economy, rising costs, organisational restructuring, and an increasingly aware workforce, all contribute to a growing number of workplace disputes.
At Bhayani Law, we’re seeing first-hand how these pressures are leading to more grievances, disciplinaries, and ultimately, legal claims. Whether you’re an employer navigating difficult decisions or an employee concerned about your rights, our expert employment law and HR advice can help you stay protected.
Redundancies, Pay Freezes & Rising Disputes
When employers face financial difficulty, the need to reduce costs often leads to redundancies or wage reviews. These can quickly escalate into legal disputes if not managed properly, especially if fair processes aren’t followed or communication is lacking. Employees are increasingly aware of their rights and more likely to bring claims where they feel wronged, particularly in a tough job market. The CIPD reports that one in four employers are planning redundancies in the next three months, the highest level recorded in a decade outside of the pandemic.
Executive Departures and Restrictive Covenants
We’re seeing more enforcement of non-compete clauses, especially at the executive level, as organisations seek to protect business-critical information and customer relationships. This is in line with a broader trend reported in the legal sector. Companies are more willing to consider injunctions and enforce restrictions when high-level staff move to competitors
Sexual Harassment – A Proactive Approach is Now Required
The Worker Protection (Amendment of Equality Act 2010) Act 2023, which came into force in October 2024, introduces a new preventative duty on employers to actively stop sexual harassment in the workplace. Failure to comply could lead to increased liability in Employment Tribunal claims. High-profile cases and the #MeToo movement continue to keep this issue in the spotlight. Recent allegations against Mohamed Al-Fayed and Gregg Wallace have underscored the importance of proactive measures.
Neurodiversity & Disability Discrimination
Discrimination claims relating to mental health and neurodiversity are rising, particularly where employers fail to make reasonable adjustments. The CIPD’s Health and Wellbeing at Work report confirms that mental health is now the top cause of long-term sickness absence. We advise organisations on how to support employees effectively while managing legal risk.
Belief Discrimination & Protected Characteristics
Cases such as Higgs v Farmor’s School have reinforced the legal complexity around philosophical beliefs and freedom of expression. The Court of Appeal upheld Mrs. Higgs’ appeal, finding that her dismissal for expressing her beliefs on social media was not objectively justified and constituted unlawful discrimination. Employers must act fairly and lawfully when addressing belief-related disputes in the workplace, especially where values conflict.
Whistleblowing on the Rise
There’s been a sharp increase in whistleblowing claims, with many employees bypassing internal procedures and heading straight to the Tribunal. Unlike unfair dismissal, whistleblowing claims can be made from day one of employment. Between 2015 and 2023, whistleblowing claims increased by 92%, highlighting a growing trend of such incidents being brought to the UK’s employment tribunal system. With the upcoming changes in employment law, we expect this trend to continue.
Workplace Tech: AI & Employee Surveillance
Surveillance in the workplace is increasingly under scrutiny. Companies such as EY and PwC have introduced attendance monitoring tools, and there is growing concern about AI in recruitment. The Information Commissioner’s Office (ICO) has issued guidance on AI and data protection, emphasising the need for fairness and transparency in AI systems. As these technologies become more widespread, we expect disputes about privacy, bias, and fairness to follow.
What’s Next – The Employment Rights Bill
The Employment Rights Bill, introduced by the Labour Government, proposes extending day-one rights for unfair dismissal and enhancing protections for vulnerable workers. While most changes won’t take effect until 2026, employers should start preparing now. These reforms, along with greater support for trade unions, could lead to a significant rise in claims around dismissal, worker status, and the national minimum wage.
How Bhayani Law Can Help
We understand the real-world impact of these changes on employers and employees alike. At Bhayani Law, we provide specialist legal and HR support for all stages of the employment relationship – from managing risk to defending or bringing Employment Tribunal claims.
Whether you’re an organisation navigating complex change or an individual seeking justice, we’re here to help. We provide you with clear, upfront pricing and comprehensive support.
For organisations, we have our Watertight HR & Legal Fixed-Fee Plans that ensure you’re covered for all employment law needs. Our tailored plans (Light, Standard and Premium) give you peace of mind knowing you have a reliable, expert team behind you every step of the way.
Find out more about our watertight fixed-fee HR plans here.
Contact us today at 0333 888 1360 or email [email protected].
