Keeping Faith

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.

As Parliament enters its summer recess, attention turns to how new Prime Minister Andy Burnham's leadership may shape the future of employment law in the UK. With many Employment Rights Act 2025 reforms still pending implementation, his track record as Greater Manchester mayor offers insights into potential policy directions. Will his commitment to 'good employment' principles signal further workplace reforms beyond the current legislative agenda?

As widely anticipated, the Bank of England voted last week to hold Bank Rate at 3.75%. Whilst markets had expected the decision, it is noticeable that the Monetary Policy Committee (MPC) moved from a 7-2 decision, to a 6-3 one, with three members favouring a 0.25% increase. The move demonstrates the continued uncertainty around the UK’s inflationary environment, particularly in light of geopolitical tension, tariffs and trade disruption and political change, and their combined impact on global energy prices and the wider economic outlook.

Domestic Abuse Protection Notices (DAPNs) and Domestic Abuse Protection Orders (DAPOs) were introduced by the Domestic Abuse Act 2021 (the DAA 2021) in an attempt to provide better protection for victims of domestic abuse.

The UK Government has announced plans to introduce a substantially amended Commonhold and Leasehold Reform Bill in Autumn 2026, incorporating recommendations from the Housing Select Committee that could accelerate major changes to residential property ownership. Key proposals include reducing ground rent caps from £250 to nil after just 20 years, mandating automatic conversion to commonhold after collective enfranchisement, and establishing an independent regulator for property managing agents with enf

As an IP lawyer fascinated by the interaction between sports, esports and gaming, it is no surprise that the story of Burger King's Stevenage FC campaign caught my eye.

The law was intended to take effect on 1st September 2016 but we understand has recently been rescheduled to an effective date of 1st September 2015.

The Advertising Standards Authority and Committee for Advertising Practice have published joint guidance to help those involved in affiliate marketing and advertisers.

Following our articles on the UK and Swiss tax implications of owning property in Switzerland, we now turn our gaze to the question of what happens to the property in the event of the owner's death.

The Dutch Data Protection Authority (CBP) has recently imposed an incremental penalty on Google in respect of its breach of the Dutch Data Protection Act in respect of its privacy policy which is ambiguous and unclear in respect of the way in which personal data is collected, processed and shared between the differing Google services.

On 8 May 2015, the Regulation of the Law on Personal Data Protection was published in Peru and which bears considerable similarity to the Spanish data protection law.

Details of appeals by The Goldman Sachs Group and six other companies fined by the European Commission for their cartel participation have been published.