[1] Harpur Trust v Brazel [2022] UKSC: 5.6 weeks' annual leave entitlement under the Working Time Regulations 1998 should not be reduced pro rata for "part-year workers" (those who are employed for the whole year but only work some weeks and not others).

[2] McQueen v General Optical Council [2023] EAT: An employee's inappropriate conduct on occasions when he came into conflict with colleagues was not something arising in consequence of his disabilities for the purposes of a discrimination arising from disability claim under section 15 of the Equality Act 2010.

[3] On 12 May 2023, the UK Government responded to the December 2020 consultation on measures to reform post-termination non-compete clauses in contracts of employment and announced that legislation to limit the length of non-compete clauses in employment contracts to three months will be introduced "as soon as Parliamentary time allows".

[4] Connor v Chief Constable of the South Yorkshire Police [2023] EAT: Consideration of the correct approach to calculating pay for accrued but untaken statutory holiday on termination of employment.

[5] Greasley-Adams v Royal Mail Group Limited [2023] EAT: Harassment claim not made out where alleged victim is unaware of unwanted conduct.

[6] Olsten (UK) Holdings Limited v Adecco Group European Works Council [2023] EWCA: Decisions of the CAC and the EAT set aside and case remitted to the CAC to determine whether there was a common link or connection between redundancies proposed in two countries, or their potential effects, such that information and consultation obligations with the EWC arose; and easyJet PLC v easyJet European Works Council [2023] EWCA: Court of Appeal upheld the EAT's decision that the CAC has jurisdiction to hear a complaint about a redundancy consultation process from an EWC established before the end of the Brexit transition period, where the employer's central management is situated in the UK.

[7] AECOM Ltd v Mr C Mallon [2023] EAT: Employer was under a duty to make reasonable adjustments when its requirement for job applicants to create an online profile and complete an online application form put an applicant with dyspraxia at a substantial disadvantage.

[8] Mrs M Lynskey v Direct Line Insurance Services Ltd:  Poor appraisal ratings, a written warning and ceasing payment of enhanced sick pay amounted to failure to make reasonable adjustments and discrimination arising from an employee's disability of menopause.  

[9] Chief Constable of the Police Service of Northern Ireland and another v Agnew and others (Northern Ireland) [2023] UKSC: A three-month gap did not break a series of unlawful deductions from wages.

[10] Retained EU Employment Law:  A government response to the consultation on reforms to retained EU employment law and the consultation on calculating holiday entitlement for part-year and irregular hours workers (8 November 2023)

[11] The Flexible Working (Amendment) Regulations 2023 UKSI 2023 No.1328 remove the requirement for employees to have at least 26 weeks' service to be entitled to make a flexible working request and come into force on 6 April 2024.  NB: The Employment Relations (Flexible Working) Act 2023 received Royal Assent on 20 July 2023 and will also make a number of changes to the right to request flexible working, including that employees will be entitled to make two requests (instead of one) in any 12-month period and employers will have to respond to a request within two months (reduced from three months). Commencement regulations will be made to bring this Act fully into force. The measures will be supported by an updated Acas statutory Code of Practice and guidance is expected to be published in early 2024.

[12] DRAFT Carer's Leave Regulations 2024 pursuant to the Carer's Leave Act 2023 which received Royal Assent on 24 May 2023.

[13] DRAFT Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024 pursuant to the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 which received Royal Assent on 24 May 2023.