The Employment Law & HR Podcast

How to use AI effectively for an Employment case

In this episode 268 of the podcast, I look at the recent Employment Appeal Tribunal decision in Hancox v Sutherland and Others [2026] EAT 139, in which a judge raised important concerns about the use of artificial intelligence in Employment Tribunal proceedings.

The case involved an employee who submitted a 300-page skeleton argument prepared using ChatGPT, prompting the judge to comment on the growing use of AI by individuals representing themselves.

I discuss what the judge said about the benefits and risks of AI, why lengthy AI-generated legal arguments can do more harm than good, and the importance of checking the accuracy of anything submitted to a Tribunal.

I also consider what this decision means for employees, employers and HR professionals, and why AI can be a useful tool but should not replace sound legal advice and judgment.

In this episode, we cover:

• The background to the Hancox case and the 300-page ChatGPT-generated argument.
• The judge's comments about AI and access to justice.
• The risks of inaccurate legal arguments and invented case law.
• The responsibilities of individuals using AI in Tribunal proceedings.
• Practical lessons for employers and employees dealing with AI-generated grievances and claims.
• Other Employment Tribunal cases that have referenced AI use.
• Rollo v Marstons Trading Ltd
• X v Secretary of State for Justice

You can read the full judgment here: Hancox v Sutherland and Others [2026] EAT 139.

Key takeaways:

Three minimum requirements for anyone submitting AI-assisted documents:

1. The document must comply with the applicable Tribunal rules.
2. The person must check its factual, evidential and legal accuracy as thoroughly as they reasonably can.
3. The document must focus on relevant arguments, be understandable and avoid unnecessary repetition.

If you would like a no obligation quote or call to discuss please do not hesitate to contact us on 01983 897003 or by email to [email protected]

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

From the 30th October 2026 employers will be liable for the actions of strangers!

In this episode 267 of the podcast I am covering a key change to the law which takes effect from the 30th October 2026 and one that many employers could find themselves falling foul of!

Put simply all employers run the risk of liability for and a claim for third party harassment if they fail to take action.

In this episode of the podcast I cover:

• What is changing and why it is important.
• The risks for employers of inaction
• What the Employment Tribunal will look at
• Why it will be almost impossible to defend if you have not taken all reasonable steps
• What all reasonable steps looks like
• Why your managers present the biggest risk
• What action you need to take NOW

Key takeaways:

All employers must take action now to assess the risks to their staff and then take action to mitigate those risks.

We have developed the following documents for you which will be available to purchase in our DIY section shortly:

Third-Party Harassment Risk Assessment Third-Party Harassment Action Plan Third-Party Harassment Prevention Policy Third-Party Standards of Behaviour Notice Employee Communication Notice Incident Reporting Form Manager Incident Response Flowchart Manager Investigation & Response Guidance Training Record Annual Compliance Review Checklist & Timetable

We can also assist you in preparing the documents and communicating to staff, as well as providing training for managers and employees.

If you would like a no obligation quote or call to discuss please do not hesitate to contact us on 01983 897003 or by email to [email protected]

As a member of our HR Harbour Membership service we can help you to comply with the new law. You can find more information about the service here: HR Harbour

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 266 of the podcast I am covering a topic that has been much discussed among the Real Employment Law Advice team and which is causing increased stress and time for employers and managers, the use of AI by disgruntled employees.

We are seeing a significant increase in AI being used by employees to draft grievances, prepare complaints, challenge decisions and fuel their desire to pursue Employment Tribunal claims.

In this episode of the podcast I cover:

• Trends we are seeing on a practical level
• Implications for employers
• The challenges of seeking to resolve disputes when employees have inaccurate AI 'advice'
• How AI is changing employee expectations
• What employers and managers can do to mitigate the risk of disputes arising
• What employers and managers can do to limit situations escalating when issues do arise
• Why taking proactive steps to be a good employer is your best defence

Key takeaways:

AI is here to stay and more and more employees will access 'advice' from their AI assistant in future and it is those employers who take the time to invest in good robust processes and procedures and truly look after their employees who will find that the time investment now will pay dividends later on.

As a member of our HR Harbour Membership service we can help you to be the best employer you can and truly mitigate the risk of spurious and time consuming AI driven disputes. You can find more information about the service here: HR Harbour

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Employment Tribunal awards compensation for an employers failure to make adjustments in the probation period

In this episode 265 of the podcast I am covering a recent case decided by the Employment Tribunal where an employee was awarded compensation after the employer failed to make reasonable adjustments in the probation period.

The case of Ms Khorram v Capgemini emphasises the importance of effectively managing probation periods and the requirement to make reasonable adjustments for employees with neurodivergent conditions.

In this episode of the podcast I cover:

• When you need to consider reasonable adjustments
• What reasonable adjustments to consider for an employee with ADHD
• Why probation periods matter
• When to obtain medical support and/or an occupational health assessment
• Why compensation for Ms Khorram was limited by the Tribunal

Key takeaways:

Employers need to ensure managers are trained and aware of the importance of following occupational health advice and making reasonable adjustments for an employee who is placed at a disadvantage at work due to their disability.

You need to have good probation processes and regular communctaion in place.

You can read the full Judgement from the main Hearing and the Judgement from the remedy hearing here: https://www.gov.uk/employment-tribunal-decisions/ms-b-khorram-v-capgemini-uk-plc-6004705-slash-2024

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

How To Effectively Manage Probation Periods: Training for Managers

Online training

Monday 15th June 2026 at 10:30am (90 minutes)

£75.96 per person

Book now here: https://www.eventbrite.com/e/1988753783101?aff=oddtdtcreator

Still not sure about the Employment Rights Act and what you need to do?

Why not attend our Free Webinar for Employers on Monday 18th May at 10:30am

Register to attend here: https://tinyurl.com/bddck4ut

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

This is going to be critical for all new employees from the 1st July 2026

In this episode 264 of the podcast I am covering the critical change to how managers and employers deal with probation periods for any new starters from the 1st July 2026.

The qualifying period for unfair dismissal is going to be the shortest period it has ever been from the 1st January 2027 and this means employers need to prepare and manage probation periods and the first few months of a new employees employment carefully and proactively.

Managers need to be educated on this now!

In this episode of the podcast I cover:

• What probation periods are
• Why probation periods matter
• What is changing from the 1st July 2026
• Why you need a good robust induction and onboarding process
• The importance of setting clear goals and targets for new starters in order to measure their performance and progress as soon as possible
• How getting it right does not have to be hard but does take time and planning
• Why having good forms and workflows for the process will aid managers to get the probation period right

Key takeaways:

Employers need to ensure managers are trained and aware of the importance of the induction process and probation period.

You need to have good forms and workflows for managers to follow.

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Still not sure about the Employment Rights Act and what you need to do?

Why not attend our Free Webinar for Employers on Monday 18th May at 10:30am

Register to attend here: https://tinyurl.com/bddck4ut

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Top Tips for Managers

In this episode 263 of the podcast I bring you my top tips for managing sickness absence.

In light of the recent change to statutory sick pay and the requirement to pay employees from day 1 of their absence these practical tips for really managing sickness absence with employees are going to be even more critical.

Managing employees who are absent can be difficult and in this episode I breakdown into some easy steps to follow.

In this episode of the podcast I cover:

• The critical point is to manage sickness absence!
• What the barriers are to effective management of absence.
• The importance of a clear reporting process.
• How and why you should maintain contact during absence.
• The exception when you should not make contact.
• The importance of self-certification forms.
• Return to work meetings and the format.
• What to do about frequent absence.
• Why it is important to get to the root cause of the absence.
• How effective management of absence will help you get to the root cause quicker!

Key takeaways:

Employers need to ensure managers are empowered and trained to deal with sickness absence issues at the earliest stage.

It is also important to create a culture where employees are happy to come to work and only take sickness absence when genuinely sick.

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Legal requirements, best practice & changes needed

In this episode 262 of the employment law and HR podcast, I bring you a rundown and reminder about employment contract terms and section 1 statements and the importance of getting it right.

In this episode we cover:

• The difference between a contract and a section 1 statement.
• Why it is important for both employer and employee to issue a written statement of terms.
• The types of clauses in a contract, including terms implied by law.
• The minimum legal requirements to be set out in writing for employees as set out in Section 1 of the Employment Rights Act 1996.
• Changes to the law that took place in 2020 which many employers have failed to action.
• The legal requirement to issue a statement of terms from day 1 of employment.
• Best practice clauses to include.
• My recommendations about terms and why.
• Common problems we see with employment contracts.
• Changes and additions needed to employment terms as a result of the Employment Rights Act 2025

Key takeaway:

Employers need to take the time to review their employment contracts or section 1 statements to ensure they are compliant with the law as it stands and as it will be as the Employment Rights Act 2025 starts to be implemented.

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 261 of the employment law and HR podcast, I bring you all the details about the changes with the rules about payment of statutory sick pay which come into effect from the 6th April 2026.

In this episode we cover:

• The current rules about the payment for employees who are off sick.
• The cost to employers of statutory sick pay (SSP).
• Why many employers will be unaware of the change and impact.
• The types of business or organisation that will be most impacted by the change.
• Why having robust systems in place for the management of sickness absence is more important than ever.
• Why qualifying days of employment are important.
• How much you have to pay if someone is absent for 1 or 2 days out of their working week.
• The weekly flat rate of SSP from 6th April 2026 will be £123.25.

Key takeaway:

Employers need to start taking action now to understand the additional cost and to factor this in to costs planning for the new financial year.

Employers also need to proactively manage short term sickness absence.

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 260 of the employment law and HR podcast, I bring you a run down of the new law coming in October 2026 which provides a legal duty on employers to prevent harassment of employees by third parties and provides for employer liability for the actions of third parties towards their employees.

In this episode we cover:

• The background to third party harassment law including the case that started it all, the 'Bernard Manning' case.
• The law on harassment currently.
• What the new law says about third party harassment.
• When third party harassment may arise.
• What steps employers need to take.
• Why you need to take action now.
• Legal liability for employers.
• Why you need to start considering who your 'Finchy' from the Office is!

Key takeaway:

Employers need to start taking action now to assess and identify the risks of third party harassment.

In order to take the necessary steps and ensure everything is in place by October 2026 you need to act now.

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 259 of the employment law and HR podcast, we delve into some of the detail of the forthcoming changes under the Employment Rights Act 2025. In this episode I am covering the key changes taking place from April 2026.

In this episode we cover:

• Changes to Paternity Leave
• Paternity Leave will become a day 1 right for all employees
• Statutory paternity pay will still have the qualifying period of 26 weeks
• Unpaid Parental Leave will become a day 1 right
• The requirement for all employers to keep holiday records for 6 years
• All employers need to keep records of annual leave entitlement and time taken off
• Employers also need to keep records of how much an employee is paid when they take holiday
• Why it is important to reconsider how you hold holiday records
• The new Fair Work Agency
• The risks to employers in terms of penalties and reputation if the Fair Work Agency intervene
• Changes to Statutory Sick Pay
• The impact on employers of the new SSP rules
• Why managers need to be aware and to tighten up the management of short term regular sickness absence
• Why it is important to start taking action now to get ready for the new law.

Key takeaway:

Employers need to start taking action now to educate and empower managers to proactively manage employees for success.

You need to review and update policies on Paternity Leave, Parental Leave and Statutory Sick Pay.

You also need to consider how you store your holiday records and how you are going to store them going forward.

Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email [email protected]

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE