The Government announced increases in tribunal compensation limits effective from April 6, 2024. Key changes include higher awards for unfair dismissal, weekly pay limits, and family leave pay rates. Additionally, extensions to redundancy protections for pregnant employees and those on family leave were introduced. Recent legal cases highlighted complexities in discrimination law, emphasizing employer discretion in dismissal decisions. New flexible working rules grant all employees the right to request flexible arrangements from day one. Guidance for handling underperforming employees and supporting menopause in the workplace was provided.

To determine if a belief qualifies for protection against discrimination, tribunals consider factors like genuineness, significance, coherence, and societal respect. Recent cases, including Grainger plc v Nicholson, establish criteria for protected beliefs, ranging from climate change to gender critical views. Sensitivity is vital when employees return from illness, as seen in Thomas v T&R Direct Insurance. New Paternity Leave Regulations offer flexibility, allowing two-week leave in separate blocks. Redundancy situations require careful pool consideration to avoid unfair dismissal claims. Timely filing of discrimination claims is essential, as shown in Holbrook v Cosgrove.