Four Pack For The Summer

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

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.

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 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.

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.

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 Government is consulting on sweeping reforms to equal pay law that would introduce mandatory pay transparency in job adverts, reinstate statutory questionnaires for discrimination disputes, and create a new enforcement unit with investigative powers. These proposals, alongside recent tribunal decisions on union inducements, restrictive covenants, and discrimination protections, signal a fundamental shift in how employers must approach pay equity and workforce management.

What employment and immigration law changes are coming in 2026 and 2027? From new unfair dismissal rights and extended tribunal time limits to enhanced harassment protections and trade union access requirements, this comprehensive guide maps out the key legislative reforms affecting UK employers and workers over the next two years.

The law on non-compete clauses may be drastically reformed by the current government. The most favourable approach is a combination of a complete ban on non-compete clauses below a certain income threshold and a statutory limit of three months on non-compete clauses in relation to employees earning above the limit.

From October 2026, UK employers will face significantly tougher legal obligations to prevent workplace harassment, including a new duty to protect employees from harassment by third parties such as clients and customers.

The European Commission has published its Code of Practice on marking and labelling AI-generated content, helping businesses to meet new transparency duties under the EU AI Act.

Businesses and consumers have grown to love subscription models, though their reasons may differ. While these models offer convenience, they can be complicated and difficult to exit. This may lead to consumers paying for services they no longer want or use. The government is addressing this through the Digital Markets, Competition and Consumers Act 2024. The new rules are expected to come into force in January 2027.

The Data (Use and Access) Act 2025 (DUAA) introduces an important new compliance duty for businesses. From 19 June 2026, all organisations must have a clear and accessible process for handling data protection complaints.

A discussion on what to look for when buying a student property.

The London Stock Exchange’s August 2026 reforms to the AIM Rules could make AIM materially more attractive to Australian mining and resources companies, particularly established ASX-listed issuers considering a secondary London quotation.

The sudden change to the Spanish air bridge at the weekend has left hundreds of thousands of British holidaymakers unexpectedly having to quarantine for 14 days on return from their holiday.

A look at Government Guidance on dealing with contractual obligations. Our recommendations for safely navigating contract disputes.

On 8 February 2012, HM Treasury announced that it had agreed on a government-to-government approach to improving international tax compliance and implementing the US Foreign Account Tax Compliance Act (FATCA), an act designed to tackle cross-border tax evasion.

Artificial intelligence is reshaping how commercial disputes are conducted, how much they cost, and how fast they develop. If you run a small and medium-sized enterprise, this is no longer a matter to leave solely with your lawyers when disputes land on your desk. Dispute resolution must become part of your core business strategy – starting now.

The Government has published its response to the 2025 consultation on improving the implementation of biodiversity net gain (“BNG”) for minor, medium, and brownfield development in England. The proposed package of targeted reforms are intended to reduce disproportionate cost and administrative burdens on developers while retaining the core requirement to deliver a minimum 10% net gain from most development.