Spencer Shaw Solicitors

21/10/2026

From 30th October, trade unions have a new right to access workplaces and engage with workers, even if they currently have no members in the workforce. Fines for non-compliance can up to £75,000 in the first instance, and up to £500,000 for repeated non-compliance.

Are you ready for the new rules?

Employers are "increasingly anxious" about how the trade union right of access could affect their workplace culture, an employment law firm warns.

19/10/2026

Another exceptional review for Nazia! Acting for the employer, Nazia managed to settle a complex and contentious matter. Thank you to our client who took the time to leave a review, and well done Nazia on more outstanding work.

"I cannot speak highly enough of Nazia Khan. Her professionalism, exceptional knowledge of employment law and ability to navigate complex and sensitive employment matters are truly outstanding. As an employer dealing with a particularly challenging employment matter, I needed a solicitor who was not only highly knowledgeable but also confident, meticulous, commercially astute and capable of providing clear, practical legal guidance. Nazia exceeded my expectations. What impressed me most was her depth of legal knowledge, attention to detail and ability to approach difficult situations with clarity, confidence and sound professional judgement. Her advice was measured, strategic and consistently focused on achieving a fair and legally robust resolution while protecting the interests of the business. Throughout the process, I had complete confidence in Nazia's expertise and professional judgement. Her exceptional understanding of employment law, strategic approach and meticulous attention to detail were evident at every stage. She handled a complex employment matter with remarkable competence, clarity and professionalism, ultimately achieving a successful resolution. Having now reached a successful conclusion, I can genuinely say that instructing Nazia was an excellent decision. She is a credit to her profession and demonstrates the very highest standards of legal practice. I would recommend Nazia without hesitation to any employer or business owner seeking first-class employment law advice and representation. An exceptional solicitor who has earned my utmost respect and highest recommendation."

16/10/2026

The tribunal is designed to be accessible and less formal than courts, but it must still be taken seriously as part if the legal system. A claimant found this out the hard way after creating false evidence to support her s*x discrimination claim. She was convicted of perverting the course of justice given a sentence of four years and eight months.

Louise Gallagher lied to a judge and gave police details of a fictional eyewitness, the court heard.

15/10/2026

When the government first announced its plans to radically overhaul employment rights, it included plans to combine the status of worker and employee, but the pledge was absent from the Employment Rights Act.

The government has now announced its plans and a consultation, which is open until 8th January. You can read the plans, and respond with your thoughts, here:

We are seeking views on proposals to reform employment status, improve compliance with employment rights and strengthen protections for the self-employed.

14/10/2026

The Prime Minister has announced plans to restrict the use of non-compete clauses in employment contracts, claiming that they have "gone too far." He hasn't yet set out plans, although some publications have suggested the plans will be set out alongside the budget on October 28th.

What are non-compete clauses? And what are the current limitations?

Find out about using restrictive covenants to protect your business interests and prevent unfair competition, and what makes a reasonable restriction.

12/10/2026

Claimants now have twice as long to bring a claim to the tribunal. While that sounds like bad news for respondents, it could actually make it easier to resolve disputes out of the tribunal.

Claimants now have 6 months to make a tribunal claim. Here's how employers can prepare.

09/10/2026

“Everything you fix after the incident proves you could have fixed it before.” That is Daniel Barnett's law number 2. And it sums up employers duty to take all reasonable steps to prevent third party harassment. Waiting until after an incident of harassment is not enough.

Find out more about how to meet your new obligations:

Employers will soon have a duty to take reasonable steps to prevent s*xual harassment. How can employers meet this duty?

05/10/2026

Looking for a law firm that will walk on hot coals for you?

This weekend, Ian completed a fire walk (and a practice run on broken glass) to fundraise for Family Fund. Other than tender feet on Sunday, we believe he survived unscathed - there's no sizzling sound or burning smell in the office, at least.

Family Fund supports families with disabled and seriously ill children, providing grants and services to improve quality of life, break down barriers and ease daily pressures.

You can sponsor Ian here: https://www.justgiving.com/page/ian-firewalk

02/10/2026

What does the increased deadline for bringing a claim mean for employers? Here are some of the factors employers need to consider to prepare - and make the most of the time.

Claimants now have 6 months to make a tribunal claim. Here's how employers can prepare.

01/10/2026

From today, claimants have 6 months to bring a tribunal claim. According to impact assessments, this could lead to a 5% increase in case numbers – that amounts to additional 6250 early conciliation cases, 2100 which are likely to become formal tribunal claims.

However, reducing the pressure to make a formal claim might also give the parties more time to try and resolve the issue outside of the tribunal. With a little less time pressure, both parties may approach negotiations with a calmer, more conciliatory mind set.

Labour's planned employment law reforms could significantly impact employers. Learn which changes could increase Employment Tribunal claims.