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The Employment Rights Act 2025 introduces significant workplace reforms taking effect from 30 October 2026, including strengthened protections against sexual harassment and expanded trade union rights. Employers face new obligations to prevent harassment by third parties and must accommodate union workplace access requests, fundamentally changing how organizations manage employee relations and workplace conduct.

A recent Employment Appeal Tribunal decision examines the boundaries of tribunal assistance to unrepresented parties and clarifies when hirers can be held liable for discrimination against agency workers. The case explores whether tribunals must reformulate claims on behalf of litigants in person and how agency relationships are assessed when employment status is disputed.

The Employment Appeal Tribunal examined whether an employment tribunal acted proportionately when it issued an unless order that resulted in the automatic dismissal of a claimant's discrimination and unfair dismissal claims after she failed to provide medical evidence about her fitness to participate in a resumed hearing. The case raises important questions about the balance between case management powers and ensuring access to justice for parties who may be genuinely unable to comply with tribunal orders.

The UK Government has launched a consultation on reforming the whistleblowing framework, proposing significant changes including mandatory procedures for employers, extended protections for workers, and a new financial reward scheme for reporting economic crime. The consultation runs until January 2027 and could fundamentally reshape how organizations handle workplace disclosures and protect those who speak up.

From 30th October, new rights will allow qualifying independent trade unions to apply for access to workplaces to meet, support, represent, recruit or organise workers and to facilitate collective bargaining. Employers do not need to recognise a union for the new rules to apply, nor can they simply reject a request. The new rules create a statutory presumption in favour of access, with significant financial penalties for non-compliance.

A recent Employment Appeal Tribunal decision examines whether comments made during an occupational health assessment constituted disability-related harassment. The case explores how tribunals should assess the reasonableness of harassment claims when remarks are made in a medical consultation context, particularly involving employees with mental health conditions.

From April 2027, pension funds will be included in inheritance tax calculations for the first time, fundamentally changing estate planning for thousands of families. While most estates will remain unaffected, those with substantial pension wealth face combined tax rates of up to 67% when inheritance tax and income tax interact, making the timing and destination of pension benefits a critical consideration that requires immediate review of wills, nominations, and withdrawal strategies.

England's permitted development rules allow many office buildings to become homes without full planning permission. Recent changes to national policy have altered how councils can restrict these conversions, creating new opportunities and uncertainties for property owners, tenants, and buyers navigating the Class MA route.

Generative AI tools like ChatGPT are transforming how parents raise complaints with academies, creating lengthy, legalistic, and often adversarial communications that increase administrative burdens. Understanding the regulatory framework and implementing strategic response protocols can help academies navigate this evolving challenge while maintaining compliance with their legal obligations.

The Children's Wellbeing and Schools Act 2026 has strengthened allergy safety requirements in educational settings, but questions remain about which contractors must receive mandatory training. This guidance examines the legal framework and provides practical criteria for determining when contractors working in schools need allergy awareness training, considering factors such as pupil contact, supervisory responsibilities, and the nature of their work.