Written by Lyndsey McLaughlin – HR Manager
When your employer decides they no longer want you in the job, there is, unfortunately, not a lot you can do about it.
Managers will often use subtle tactics to try and get you to leave, so they don’t need to go through the process of sacking you, which can lead to other issues, such as employment tribunal claims. These are some signs that your employer might be trying to encourage you to leave.
Walk into almost any modern workplace, and you will hear it: the relentless hum of jargon, buzzwords, and empty corporate speak. "Let's circle back on that." "We need to leverage our core competencies." "Let's take this offline." At best, it is mildly annoying. At worst, this pervasive "corporate bullshit" is actively undermining leadership effectiveness - obstructing clear communication, eroding trust, damaging credibility, and creating cultures where genuine leadership cannot flourish.
Effective leadership depends on clarity, authenticity, and the ability to inspire and guide others towards shared goals. Yet, when leaders communicate in ways that are semantically empty and functionally misleading, they sabotage their own effectiveness. The evidence is clear: corporate bullshit is not a harmless quirk of office culture. It is a leadership failure in disguise, and recognising it is a critical step in becoming a more effective leader.
This article is based on an email sent to Leigh Day clients today, 16 June 2026.
A landmark legal battle that could force companies to stop dodging their most basic obligations has just concluded its most crucial stage. In an employment status hearing that ran from 5 May to 1 June 2026, law firm Leigh Day argued before an employment tribunal that over 7,000 Just Eat couriers in England, Wales, and Scotland are not the self-employed independent contractors the company claims they are, but workers or employees entitled to fundamental protections — the national minimum wage, paid holiday, and a written employment contract.
This case is not about being against modern, flexible ways of working. It is about a single, powerful corporation choosing to misclassify its workforce in order to boost its bottom line. It represents one of the largest coordinated claims ever brought against a company that has systematically outsourced risk onto the people who make its profits possible while denying them the workplace rights that are supposed to be non-negotiable in a decent society.
When the Rockstar Game Workers Union prepared to unveil itself publicly, the plan was to celebrate a quiet milestone: 10% union membership at a single studio. That threshold was a necessary step toward formal recognition. It was meant to be a moment of hope.
Instead, management fired 31 of their members. No warning. No representation. No right of appeal.
What was supposed to be a launch became a legal battle, a global protest movement, and an industry-wide reckoning. But here’s what the company didn’t expect: the union didn’t die. It grew.
The fight for decent work has reached a critical juncture. Campaigners, unions and anti-poverty organisations are united in one clear demand: ministers must press ahead immediately with a full ban on zero-hours contracts. Despite a noisy backlash from business lobby groups, the moral and economic case for ending this form of precarious work has never been stronger. Delaying the promised zero-hours contract ban will only deepen insecurity for over a million workers and trap more families in poverty.
The Employment Rights Act received royal assent last year, promising the biggest upgrade to workers’ rights in a generation. At its heart is the long-awaited right to a contract with guaranteed hours, effectively consigning exploitative zero-hours contracts to history. Yet business secretary Peter Kyle has allowed a planned consultation, originally due in January, to slip until late summer. Implementation may now be pushed into next year. For the parents juggling cancelled shifts, the warehouse operatives denied a mortgage and the care workers afraid to complain, every day of delay is a day too long.