United Kingdom: Employment and HR

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.

A recent Employment Appeal Tribunal decision has confirmed that individual employees and managers may face personal liability for disability discrimination claims involving failures to make reasonable adjustments. The ruling in Merriman v 1st Staff Ltd demonstrates that decision-makers who contribute to breaches of an employer's adjustment duties can be held personally accountable under the Equality Act 2010, creating significant implications for how workplace adjustment requests are handled.

The Employment Appeal Tribunal has issued crucial guidance on when market forces and recruitment pressures can justify pay disparities between employees performing equal work. In Next Retail Ltd v Thandi, the EAT clarified the boundaries of the material factor defence in equal pay claims, examining when operational requirements and distinct labour markets may legitimately support different pay rates.

Starting October 2026, UK employers face heightened obligations to prevent workplace harassment, including a new duty to protect employees from third-party harassment by clients, customers, and contractors. The Employment Rights Act 2025 raises the standard from "reasonable steps" to "all reasonable steps," while simultaneously doubling the time limit for Employment Tribunal claims from three to six months. Companies must implement comprehensive risk assessments, training programs, and documented policies t

Senior Associate Solicitor Andrew Ormrod explains how couples over 50 can navigate the complex financial landscape of 'silver divorce', addressing critical concerns about property division, pension sharing, inheritance protection, and retirement security. Understanding your rights regarding the family home, pensions, investments and future inheritance is essential when working toward a fair financial settlement later in life.

Travers Smith's Pensions Sector Group provides comprehensive legal expertise across all technical specialisms required by pensions clients. Their multi-specialist teams stay at the forefront of pensions developments to help clients predict and plan for the future with confidence.

From 6 April 2027, most unused pension funds and pension death benefits will fall within the value of a person’s estate after they have died, for Inheritance Tax purposes. The total value of an estate will, therefore, increase to include these.

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.

The Employment Rights Act, passed in December 2025, introduces sweeping reforms to UK employment law that will fundamentally reshape workplace rights and obligations. From reduced unfair dismissal qualifying periods to restrictions on fire and rehire practices, stronger harassment protections, and enhanced trade union rights, these changes are being phased in over time with implementation dates stretching into 2027 and beyond.

The Employment Rights Act 2025 will double the time limit for bringing most employment tribunal claims from three months to six months, effective October 1, 2026. This significant change will impact how employers manage HR processes, document retention, and dispute resolution strategies.