United Kingdom: Employment and HR

A raft of trade union reforms takes effect on 30 October 2026, fundamentally reshaping workplace industrial relations in the UK. Independent trade unions will gain statutory rights to access workplaces physically and digitally, while employers face new obligations and potential penalties for non-compliance. What do these changes mean for organizations that have previously operated without union presence, and how should they prepare for this significant shift in the employment landscape?

A recent Employment Appeal Tribunal decision highlights the significant legal and financial risks schools face when withdrawing conditional job offers. The case of Kankanalapalli v Loesche Energy Systems Ltd demonstrates how pre-employment conditions like references and DBS checks may not prevent a binding contract from forming, potentially exposing employers to substantial damages even before an employee's start date.

Employers face significant changes under the Employment Rights Act, with tribunal time limits doubling to six months from October 2026, new bereavement leave entitlements, enhanced flexible working consultation requirements, and stricter harassment prevention duties. Are you prepared for the operational and compliance challenges these reforms will bring?

Recent employment law cases examine critical workplace issues including equal pay claims based on market forces, the transfer of vicarious liability under TUPE, and the protection of controversial philosophical beliefs. These decisions provide important guidance for employers navigating complex discrimination, dismissal, and compensation matters.

From 1 October 2026, the time limit for bringing most employment tribunal claims doubled from three months to six months. This significant procedural change affects unfair dismissal, discrimination, whistleblowing detriment and unlawful deductions from wages claims. While the reform aims to provide more opportunity for workplace disputes to be resolved before litigation, it creates practical challenges around evidence preservation, document retention and settlement strategy that employers must address now.

New anti-harassment reforms are set to take effect on 30 October, introducing significant changes to employer duties and liability for third party harassment. This podcast mini-series explores the practical implications of these reforms, including how the new employer liability provisions may impact supplier relationships and business operations.

The UK Pensions Regulator outlines expectations for DC schemes preparing for value for money and guided retirement reforms, while DB schemes should establish endgame objectives. Updates include draft pensions dashboards reporting standards for daily data submission and the Ombudsman's progress report on rising demand and future strategies.

This collection showcases recent legal insights spanning national security investment screening, tax compliance obligations, maritime trade disruptions, cybersecurity developments, employment verification requirements, construction bond disputes, pension regulations, railway infrastructure strategy, and land registry transparency reforms.

The Upper Tribunal has ruled that taxpayers cannot simply rely on professional advice as a reasonable excuse for non-compliance with HMRC information notices. This decision examines when reliance on advisers crosses the line from reasonable to negligent, and what level of engagement taxpayers must maintain even when professional help has been instructed.

Recent employment law cases examine critical workplace issues including equal pay claims based on market forces, the transfer of vicarious liability under TUPE, and the protection of controversial philosophical beliefs. These decisions provide important guidance for employers navigating complex discrimination, dismissal, and compensation matters.

From 1 October 2026, the time limit for bringing most employment tribunal claims doubled from three months to six months. This significant procedural change affects unfair dismissal, discrimination, whistleblowing detriment and unlawful deductions from wages claims. While the reform aims to provide more opportunity for workplace disputes to be resolved before litigation, it creates practical challenges around evidence preservation, document retention and settlement strategy that employers must address now.

Seismic changes to UK employment law will make dismissing employees far riskier from January 2027, particularly for high earners with valuable benefits like share options. Could Employee Shareholder Status, a little-used legal reform from 2013, provide employers with an elegant solution to manage these new risks?