National Minimum Wage Rate Increases

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 measurement of a building is central to its valuation and for multi-let buildings the rent and service charge calculations.

Barely a week goes by these days without headlines reporting the latest breach of data security by one organisation or another.

The Government have said that later this summer it will become lawful for a business to negotiate with an employee regarding the termination of that person's employment without the employee being able to use those negotiations in a claim in the Employment Tribunal.

The High Court has held that Rule 12.2 of the Insolvency Rules 1986, which provides that costs incurred in bankruptcy proceedings are to be regarded as expenses of the bankruptcy, is not intended to apply to appeals against...

With significant inheritance tax changes for pensions taking effect in April 2027, this comprehensive guide examines five essential areas of estate planning that families should review this autumn. From pension arrangements and regular gifting strategies to education funding, lasting powers of attorney, and digital asset management, discover practical steps to ensure your financial affairs remain aligned with your objectives and compliant with evolving tax legislation.

October 2026 brings significant employment law reforms under the Employment Rights Act 2025, including extended tribunal time limits, enhanced trade union rights, and strengthened sexual harassment protections. Employers must prepare for new obligations around third-party harassment liability and workplace access for union representatives. Understanding these changes is crucial for updating policies and managing compliance risks.

British retailer Thomas Pink has emerged victorious in its most recent trade mark dispute with American lingerie giant Victoria's Secret in the High Court case of Thomas Pink Ltd v Victoria's Secret UK Ltd.

In England there is no overriding law or principal of law that we must act in good faith to one another.

A recent survey by the Trade Union Congress (TUC) shows that sexual harassment in the workplace is widespread despite legislation outlawing it.

As extreme weather events intensify and become more frequent, construction projects face growing uncertainty over what constitutes "exceptionally adverse weather" under standard contracts like the JCT Design and Build Contract 2024. This analysis examines how weather-related delays are assessed, when extensions of time may be granted, and why parties should consider updating contractual thresholds to reflect evolving climate patterns and reduce the risk of costly disputes.