Acas conciliation extension from 1 December
Currently, when an employee brings a claim in the employment tribunal, a six-week period of conciliation between the parties is provided for through the Advisory, Conciliation and Arbitration Service (Acas). From 1 December 2025, the length of time for which Acas conciliation takes place will double from 6 to 12 weeks. This measure is aimed at easing pressure on an already burdened employment tribunal system. The change comes as the tribunal backlog has increased to almost 50,000 cases and employers report longer waiting times for Acas to initiate contact due to pressure on conciliators.
EHRC extends legal agreement with McDonald's to strengthen action plan to protect staff from sexual harassment
The Equality and Human Rights Commission (EHRC) has extended its legal agreement with McDonald's to protect staff from sexual harassment, following serious allegations raised after the original agreement was signed in February 2023. The extended agreement includes a strengthened action plan developed in response to these concerns, building on improvements and proactive initiatives already made by the company.
Under the plan, McDonald's will introduce a new safeguarding policy developed with external experts to protect vulnerable workers, commission an external auditor to review its complaints handling unit and ensure complaints against managers are investigated outside the restaurant.
The company will also refresh sexual harassment training for restaurant managers to include social media and grooming of young and vulnerable workers, strengthen risk assessments through restaurant inspections, and implement a 24/7 chatbot for raising complaints alongside an extensive communications plan encouraging staff to speak out. If you would like training on sexual harassment, contact a member of our team.
Approval of the updated EHRC Code of practice delayed
The EHRC's updated statutory Code of Practice for services, public functions and associations (Code) was submitted to the Government for approval on 5 September. Further details on this were set out in the last edition of Law at Work. Earlier this month the Minister of Equalities responded to questions in the House of Lords about the reason for the Government's delay in approving the updated Code. She explained that, following guidance from the Government in 2023, the EHRC was asked to provide a proportionate costs assessment to determine whether it needs a further, more detailed, regulatory impact assessment before it can be brought into force. The Minister also confirmed that in the meantime organisations should comply with the Supreme Court’s decision in For Women Scotland Ltd v Scottish Ministers on the definition of 'woman' under the Equality Act 2010 and take legal advice where they have concerns.
Upcoming webinar
Join us for our upcoming webinar Preparing for the EU Pay Transparency Directive. We will explore where EU countries stand on national implementation, the Directive's impact on pay reporting, transparency obligations and equal pay requirements and how organisations should be preparing both within EU jurisdictions and where they operate across borders.
