Our expert lawyers are highly experienced in helping businesses to achieve their objectives with a mix of pragmatic advice and legal know how.
Lawyers who understand business.
Failing to disclose full details about a previous dismissal in an application form can result in a fair dismissal – Easton v Secretary of State for the Home Department (Border Force) [2025] EAT 15
Court of Appeal Confirms Gender Recognition Act 2004 Does Not Recognise Foreign-Acquired Non-Binary Status
Each month we will be asking a question on a hot topic to one of our employment specialists. This month, Tessa Robinson, Legal Director, considers the legal implications when an employee in receipt of PHI benefits becomes fit enough to return to work.
The government has proposed a number of significant amendments to the Employment Rights Bill (ERB) the landmark legislation that is intended to increase productivity, improve job security, and foster long-term economic growth.
April 2025 marks several key employment law changes, from significant increases to the National Minimum Wage to new rights for neonatal leave and pay.
ACAS has recently published its long-awaited guidance for employers to help their understanding of their obligations in relation to neurodiverse employees, to increase awareness and to encourage “neuroinclusive” workplaces.
We take a look at what changes are definitely being introduced in 2025, and what to look out for throughout the coming year.
Thomas Fuller, Associate, considers the consequences of not complying with the collective consultation provisions under the Trade Union and Labour Relations (Consolidation) Act 1992.
Contracts can come in various forms – one of which is for a fixed term. This means that an individual is employed for a set amount of time which terminates on a specified date or after a fixed period.
Removal of the cap for sponsor licence application priority services – now an unlimited service!
By nature, a zero hours contract means that the employee is not guaranteed any work or a set number of hours per week or per month.
"I have worked with Omny for many years and I have found that they never rest on their laurels and constantly strive to work in partnership with us to ensure that their advice reflects our commercial ethos and approach to human resources and risk management.”
“We have engaged Omny on a number of occasions since December 2011 to provide us with legal and HR services covering a variety of issues. On each of these matters, we have found Omny to be detailed and robust in the handling of the matters. They were not risk adverse to support us in taking a calculated approach. The advice that we have received has been detailed and robust and has assisted our managers in handling situations confidently.”
"Chloe is fantastic! She is always there for us, nothing is ever too much trouble and she goes above and beyond all the time. I know she is really busy but she always gets back to us promptly. Because she visits us regularly for the training updates, I feel she really understands the business and also the capabilities of the team. She has become a real trusted help to us all."
“We see Omny as members of our team as we are all on the same side. We have a great working relationship where roles and rules don’t get in the way of getting the job done. They have always been fun and very easy to get on with.”
Omny Law is a trading name of Outset Limited which is authorised and regulated by the Solicitors Regulation Authority under registration no: 838851.
