Let's Have A Conversation About… Sexual Harassment (Podcast)

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

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.

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?

Workers have a statutory right to be accompanied at certain disciplinary and grievance hearings by a work colleague, trade union official or certified union representative.

For mums re-entering the job market after a career break, unpaid internships can pose a significant barrier. Many mothers face the challenge of re-establishing their careers...

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 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.

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.

From 30 October 2026, independent trade unions will gain statutory rights to access workplaces - both physically and digitally - regardless of existing union membership or recognition. With tight statutory deadlines for responding to access requests and penalties reaching £500,000 for repeated breaches, employers face a significant shift in how unions can establish themselves in previously non-unionised workplaces.

The UK government has published a technical consultation on transitional provisions for the increase in Normal Minimum Pension Age (NMPA) from 55 to 57, effective April 2028. The draft legislation aims to protect individuals aged 55 or 56 who have already taken steps to access their pension benefits, ensuring these payments remain authorized and avoid tax penalties.