Employment Rights Bill Nears Final Stages

In late January 2023, the UK Government published a draft Code of Practice on Dismissal and Re-engagement.

The UK's right-to-work regime is undergoing a fundamental transformation that will extend compliance obligations far beyond traditional employment relationships. From 1 October 2026, businesses engaging contractors, agency workers, platform-based workers, and complex supply chains will face new liability risks that travel up entire contracting chains. Understanding these changes and implementing the required contractual terms, substitution controls, and identity verification systems is now critical for orga

In the era of #MeToo, employers are under increasing pressure to stamp out sexual harassment in the workplace.

The UK Government has delayed implementation of a new employer duty requiring workers to be informed of their trade union rights until January 2027, while also confirming that companies must use a standardised...

Recent UK employment law decisions have reshaped how employers must approach part-time worker protection, philosophical belief discrimination, freedom of speech in academic settings, and equal pay claims. These landmark cases establish new precedents for workplace policies, disciplinary procedures, and compensation structures that could significantly impact organizational practices.

The Employment Rights Act 2025 represents the most significant overhaul of UK employment law in a generation. Whilst much of the focus has been on day-one unfair dismissal rights, guaranteed hours, and changes to family-friendly rights, employers should not overlook the substantial implications for the use of fixed-term contracts.

On 30 July 2026, Acas published a fully revised draft Code of Practice on Disciplinary and Grievance Procedures, marking the first comprehensive update since 2015. The proposed changes introduce significant new requirements around informal resolution, reasonable adjustments for disabled workers, and updated guidance on suspension, mediation, and the right to be accompanied at workplace meetings.

The Employment Rights Act 2025 has been described as the biggest upgrade to workers’ rights in a generation. It contains a number of reforms, the breadth and complexity of which will have a significant impact on employers.

The UK's illegal working regime has undergone its most significant expansion since inception, extending right to work obligations beyond traditional employment to encompass workers, individual subcontractors, and platform-based arrangements. A new "extended liability" framework now exposes businesses throughout supply chains to civil penalties of up to £60,000 per illegal worker, even where they lack direct contractual relationships.

The autumn 2026 edition of the Reward update examines significant proposals to reform directors' remuneration reporting requirements, including changes to the DRR and removal of the annual shareholder advisory vote. It also covers FCA consultation on solo-regulated firms' remuneration, the impact of Employment Rights Act changes on share plans, equal pay reform proposals, and updates to AIM rules affecting corporate governance and remuneration disclosure.

Government publishes new implementation timeline and launches consultation on dismissal and re-engagement "restricted variations."

EAT decision confirms that the key question is 'what effect does the discrimination have on the individual?'

We take a look at which criteria you need to meet in order to be entitled.

Important considerations for academy trusts and schools in 2026 and beyond.

On 19 January 2026, the government updated its guidance on the use of mobile phones in schools.

For clients who have commercial property portfolios, as the dust has settled on last year's budget, now is the time to consider whether the changes to Business Rates...

Alongside the ICO's powers to fine organisations for personal data breaches (namely a security breach that results in the loss, alteration, destruction, unauthorised disclosure of or loss...

Decision highlights the need for consistent school policies in line with the statutory exclusions guidance.

Autumn Statement kept CGT and IHT unchanged, but APR/BPR relief rises in 2026. A timely moment for Estate, Will and Succession Planning reviews.

The Public Guardian is able to look into these concerns.