United Kingdom: Contract of Employment

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?

Generative AI is fundamentally reshaping employment disputes, enabling employees to produce sophisticated grievances and legal documents with minimal professional assistance. As AI tools become more accessible, HR professionals and employment lawyers face new challenges around confidentiality, data protection, and the risk of disputes becoming increasingly technical rather than human-centered.

The Employment Rights Act 2025 will fundamentally reshape how UK employers approach contractual changes, introducing automatic unfair dismissal protections for core terms like pay, hours, and holiday entitlement. With narrow exceptions limited to severe financial distress, organisations must now prioritise employee agreement over dismissal and re-engagement, requiring HR teams to audit contracts, review restructuring procedures, and develop new strategies before the January 2027 implementation date.

UK right to work checks are undergoing their biggest transformation since 2008, expanding to cover gig workers, subcontractors, and online platforms while introducing extended liability across supply chains. With civil penalties reaching £60,000 per illegal worker and potential criminal charges, organisations must understand the new compliance requirements taking effect on 1 October 2026. This webinar breaks down the critical changes and provides practical guidance on building statutory defences before

Employers in England, Scotland and Wales will soon face new obligations to inform workers about their right to join a trade union, but the implementation date has been pushed back to January 2027. The Government has now clarified what the standardised written statement must contain and how it should be delivered to both new starters and existing employees. Understanding these requirements and preparing HR systems in advance will be essential for smooth compliance when the duty takes effect.

The immigration salary list offers UK employers access to skilled workers at reduced salary thresholds, replacing the previous shortage occupation list with a more flexible, regularly reviewed system. Understanding which occupations qualify and how to properly apply these reduced rates can help businesses navigate visa sponsorship requirements while avoiding costly application errors.

Keystone Law provides insights and analysis on employment law matters, including right to work verification changes, unfair dismissal reforms, and employer obligations when handling employee grievances. The firm's employment law specialists examine practical implications of regulatory changes and offer guidance on compliance strategies for businesses navigating evolving workplace legislation.

Senior executives contemplating a transatlantic career move between the UK and US face a complex web of legal considerations that extend far beyond simple relocation logistics. From restrictive covenants and fiduciary duties to executive compensation clawbacks and cross-border tax implications, the legal landscape demands careful navigation to avoid costly disputes and protect hard-earned financial outcomes. Understanding employer protective measures, jurisdictional differences in covenant enforceability, a