27 results found

The Employment Rights Act 2025 introduces significant changes to tipping legislation in the UK, requiring employers to consult with workers when developing tipping policies and review them every three years. Workers will gain new rights to view consultation summaries and may claim compensation up to £5,000 for employer non-compliance, fundamentally reshaping how tips, gratuities, and service charges are managed in the workplace.

In today's business world, companies are constantly seeking new and innovative ways to incentivize and retain their employees. One popular method is the use of growth shares.

As a small or medium-sized business owner, getting payment for outstanding invoices can sometimes be a daunting task. Late payment of invoices can cause serious harm to your...

The Employment Rights Act 2025 will extend the time limit for bringing Employment Tribunal claims from 3 months to 6 months, fundamentally changing how long employees have to pursue workplace disputes. This reform raises important questions about record-keeping practices, witness evidence quality, and the potential increase in claims that employers may face. Understanding these changes and their practical implications is essential for both employers and employees navigating the evolving employment law lands

Alphabet shares allow companies to create different classes of ordinary shares with distinct rights attached to each class. This article explores the practical steps and common pitfalls when implementing alphabet share structures, from defining rights in articles of association to maintaining accurate statutory registers.

The Employment Rights Act 2025 introduces significant changes to protections for employees taking industrial action, expanding beyond the previous 12-week dismissal window and addressing detriments short of dismissal. These reforms respond to a Supreme Court ruling that found existing law incompatible with the right to freedom of assembly and association under the European Convention on Human Rights.

The Employment Rights Act 2025 introduces significant changes to whistleblowing protections, creating a new distinct category for sexual harassment disclosures. Workers who report sexual harassment will now have explicit protection from detriment and unfair dismissal, addressing gaps in the previous framework where such disclosures didn't always qualify for protection.

The Fair Work Agency represents a significant shift in UK employment law enforcement, consolidating multiple regulatory bodies under one roof. With powers to inspect workplaces, issue penalties, and bring tribunal proceedings, this new agency fundamentally changes how employment rights are enforced and what compliance means for businesses operating in Britain.

The Employment Rights Act 2025 introduces significant reforms to trade union recognition procedures, lowering barriers for unions seeking formal acknowledgement from employers. These changes eliminate several hurdles that previously made it challenging for unions to gain recognition, particularly when facing employer resistance or unfair practices during the recognition process.

As a business owner, director, or investor of a UK holding company with regulated investment firms, compliance with the Investment Firms Prudential Regime (IFPR)...

Directors face serious legal consequences when they fail to properly prepare, approve and file company accounts. This guide examines the critical procedural requirements under the Companies Act 2006, from maintaining robust financial records to securing proper board approval, while highlighting common pitfalls that can lead to criminal liability and director disqualification.

The Employment Rights Act 2025 introduces significant changes to collective redundancy obligations in the UK, including a new threshold that will trigger consultation requirements across multiple establishments within an organization. Employers face doubled financial penalties for non-compliance, with protective awards potentially reaching 180 days gross pay per dismissed employee from April 2026, making understanding these evolving requirements critical for workforce planning.

Farm partnerships have traditionally been informal family arrangements, but modern legal and tax considerations make formal partnership agreements essential. With inheritance tax changes taking effect in April 2026, how a farm partnership is structured and documented now directly impacts the tax burden on future generations and the long-term viability of family farming operations.

Trade unions in the UK can now conduct statutory ballots using electronic, hybrid, and workplace voting methods, marking a significant shift from traditional postal-only ballots.

Equestrian sponsorship agreements can make or break a rider's competitive season, yet many are signed without proper legal review. Understanding key contractual terms around exclusivity...

The 2026 inheritance tax changes have fundamentally altered the landscape for farming families, with agricultural property relief now capped at £2.5 million and reduced to 50% above that threshold. This shift means that wills drafted under the old assumptions may no longer protect your farm as intended, making it essential to revisit partnership agreements, coordinate family wills to maximize available allowances, and work with professional advisors who understand the new tax regime. Without proper suc

The Labour Government's Employment Rights Act 2025 introduces sweeping reforms to worker protections and employment practices across the UK. With implementation phased over the next two years, employers face significant changes to unfair dismissal rights, zero-hours contracts, flexible working arrangements, and trade union relations. Understanding the detailed timeline and preparing for these transformative measures will be crucial for businesses navigating this new employment landscape.

UK employer right to work checks are expanding on 1 October 2026 to cover workers, subcontractors, and gig economy arrangements, with civil penalties of up to £60,000 per worker extending beyond direct employers through contractual chains. Businesses must now review their engagement models, update contracts, and implement new verification systems to avoid liability for workers they may never have directly engaged.