EHRC withdraws interim update on For Women Scotland
The Equality and Human Rights Commission ("EHRC") has withdrawn its interim update on the practical consequences of the For Women Scotland judgment. The update was criticised as inaccurate and oversimplistic when it was first published in April 2025. It was updated in June, with significant changes to the information for employers. The withdrawal of the update follows publication of a letter from the Commissioner for Human Rights of the Council of Europe stating that it is "crucial for all stakeholders to receive clear guidance on how inclusion of trans people can be achieved across all areas, and how exclusion can be minimised to situations in which this would be strictly necessary and proportionate".
Advance notification of redundancies form (HR1) to go digital
The HR1 form that employers must complete when making 20 or more people redundant (at one establishment) has been updated. From 30 November, the form must be submitted digitally and not on paper. Updates included in the digital form include the addition of another reason for redundancy and the removal of the requirement to break down affected employees by occupational group. The system will also no longer accept consultation dates that have not yet commenced. The form can be accessed here.
Real Living Wage to increase by 6.7%
The Real Living Wage is to increase by 6.9% in London and 6.7% across the rest of the country. In London, the rate will rise from £13.85 to £14.80 per hour. Across the rest of the country, it will rise from £12.60 per hour to £13.45 per hour. The rise must be implemented by Living Wage employers by 1 May 2026. The Real Living Wage is a voluntary pay rate, different from the National Minimum Wage which is the legal minimum employers are required to pay by law.
CMI finds a third of UK employers are tracking workers' online activity
Research from the Chartered Management Institute ("CMI") has found that a third of UK employers are using "bossware" to track workers' online activity. However, as another third of respondents did not know the extent of their employer's monitoring activities, that figure may be an underestimate. This is despite the fact that the same research found that 42% of managers oppose its use, believing it undermines trust and invades privacy. The finding suggests a growth in the use of computer-based surveillance since the pandemic, presumably related to the rise in homeworking.
