ELA publishes occasional policy papers to assist in the understanding of employment law and its effect on people and businesses. We set out our current policy papers below.

The law is constantly changing and so the position set out in papers published here may not be current and you should not rely on the papers as a comprehensive statement of the law but should always seek advice if you require it from a qualified lawyer. ELA does not give legal advice.

ELA responses to consultations are also publicly available here.

During the current Coronavrus crisis ELA has set up a Covid-19 Standing Working Party to address employment law issues. Their papers are published on this page.

Staying alert and safe – the UK Government’s return to work guidance

ELA Covid-19 Working Party paper
29 May 2020

Issues in respect of which guidance is required to assist employers and employees/workers coming out of lockdown, relating to health and safety concerns and data privacy

ELA Covid-19 Working Party paper
1 May 2020

Job Retention Scheme - updated paper 22 April 2020

ELA Covid-19 Working Party paper
22 April 2020

Job Retention Scheme

ELA Covid-19 Working Party paper
26 March 2020

Employment Tribunal Litigation: Limitation Holiday, Compliance with Orders and Early Conciliation Notifications England & Wales and Scotland
ELA Covid-19 Working Party paper
25 March 2020

Health and Safety: s44 and s100 ERA Claims by employees

ELA Covid-19 Working Party paper
25 March 2020

Virtual Hearing – ET Practicalities England & Wales and Scotland

ELA Covid-19 Working Party paper
24 March 2020

Issues around school closure and working parents

ELA Covid-19 Working Party paper
24 March 2020

Issues in High Court and County Court Litigation

ELA Covid-19 Working Party paper
23 March 2020

Gender Diversity at the Bar?

January 2020

ELA launches Counsel Instructions Monitoring Scheme amongst its members to help ELA to promote equitable briefing of counsel

Brexit - Court of Justice of the European Union (‘CJEU’): View of employment lawyers

February 2019


  • The CJEU currently performs two clear roles – it is the arbiter of disputes brought by or against the UK Government and, more importantly in this context, it provides guidance on the application of EU law to domestic courts and tribunals who seek such guidance.
  • After the UK leaves the EU, UK courts may have regard to CJEU case law but will not be bound by it.
  • ELA has concerns particularly about cases in train at Brexit date, as well as concerns about how courts and tribunals will interpret/rely upon CJEU case law after the UK exits the EU. 
  • In addition, ELA has a number of concerns about the practicalities of implementing the Government’s current proposal to ensure that UK ‘workers rights’ keep pace with those of EU workers. 
  • Without the government accepting and introducing legislation that makes it clear that, at least in relation to ‘workers rights’ (which will need to be defined), the UK will be bound by CJEU case law, the Government will not be able to ensure UK ‘workers rights’ keep pace with those of EU workers.
  • There is a real prospect of divergence between UK law and EU law, and of a weakening of the application of CJEU jurisprudence, leading to a diminution of workers’ rights. 

Sexual Harassment & Employment Law

July 2018


This paper is intended to provide information and insight to those considering potential change to employment laws and practices related to workplace sexual harassment.  The paper offers some commentary on current laws and their impact, in practice, on victims, perpetrators and employers.  It is further informed by a limited survey of ELA members completed on 20 July 2018, to which 464 ELA members responded (8% of those included in the survey).  Please note that this paper is not intended to provide a comprehensive overview or review of sexual harassment law, but simply to contribute to current debate (as at the date of this paper).

There are a number of reviews, initiatives and bodies currently focused on sexual harassment at work including, for example, the Parliamentary Women & Equalities

Committee inquiry into sexual harassment in the workplace, the Law Society, the Solicitors Regulatory Authority (‘SRA’), the Equality and Human Rights Commission (‘EHRC’) and the Advisory Conciliation and Arbitration Service (‘ACAS’).    This paper is intended to complement and assist those bodies and reviews, and there is naturally some overlap between the content of various reports and contributions and this paper.  In particular, the paper submitted by employment and partnership lawyers, CM Murray LLP, to the Women & Equalities Committee inquiry offers some helpful perspectives on employment law and sexual harassment.  As discussion develops we anticipate that this ELA paper may need to be updated and/or replaced.

It should be noted that whilst ELA members have, in many respects, differing views, responses to ELA’s Survey from claimant and respondent-focused lawyers were markedly consistent in many areas.

ELA’s responses on Sexual Harassment in the Workplace