Quarterly Briefing – September 2026

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

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.

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?

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.

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 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.

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...

The Employment Rights Act 2025 introduces one of the most significant packages of employment law reform in decades, with measures taking effect at different points over the coming years.

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

From 30 October 2026, trade unions will gain new statutory rights to seek both digital and physical access to workplaces under the government's Make Work Pay plan. This significant change will affect almost all employers, as unions can request access even without formal recognition or existing membership within the workforce.

The Pension Schemes Act 2026 (“PSA26”) will introduce a raft of new measures for DC schemes.

The use of AI tools (eg ChatGPT or Claude) by pension scheme members is no longer hypothetical. It is already reshaping how some complaints are drafted, framed and pursued.

The normal minimum pension age is set to increase from 55 to 57 on 6 April 2028, creating important implications for pension scheme trustees and members. Understanding protected pension age provisions...