United Kingdom: Employment and HR

Employment lawyers George Cokkinos and Josh Davies address frequently asked questions from employees who have received settlement agreement offers from their employers. The discussion provides practical insights into navigating these important employment law documents and understanding your rights during the settlement process.

The Employment Rights Act 2025 introduces a major shift in UK employment law by reducing the unfair dismissal qualifying period from two years to just six months, effective January 2027. This change will impact both new and existing employees, requiring employers to justify dismissal decisions much earlier in the employment relationship. Understanding how to manage probation periods, maintain proper documentation, and follow fair procedures will be critical for businesses navigating this significant reform.

Following a three-and-a-half-week trial, the High Court has ruled in favour of Mr. Gagliardi in a comprehensive 154-page judgment in Robert Gagliardi v Evolution Capital Management LLC [2025] EWHC 3214 (Comm). Mr. Justice Calver found that Mr. Gagliardi was contractually entitled to a $5.385 million discretionary bonus for his hugely profitable trading in 2021, which Evolution Capital Management LLC (“ECM”) had unlawfully failed to pay. The Court dismissed ECM’s counterclaim in its entirety.

For many employers, the shape of modern employment law is already changing. Flexible working, carer’s leave and extended redundancy rights have become part of everyday practice. Yet there is one area still under review that could prove the most significant of all, and that’s the protection of pregnant employees and new mothers.

The Department for Business and Trade has released a comprehensive timeline detailing when key provisions of the Employment Rights Act 2025 will come into force, bringing significant changes to workplace rights, trade union powers, and employer obligations. From electronic balloting rights to extended tribunal time limits and strengthened harassment protections, these reforms will fundamentally reshape the employment landscape over the next two years.

The Supreme Court has delivered a landmark ruling on part-time worker discrimination claims, clarifying that these cases do not require a more stringent causation test than other forms of discrimination. The decision establishes that if part-time status is an effective cause of less favourable treatment, this alone is sufficient grounds for a successful claim.

An expert panel chaired by HHJ Hess examines the Government's proposals for reforming financial remedies, cohabitation, and inheritance law in England and Wales. Leading practitioners and academics discuss the implications of the Fairer End to Relationships consultation, bringing together diverse perspectives on these significant proposed changes to family law. The panel features specialists in pensions on divorce, financial remedies, and trust and estates law, offering insights into how these reforms could

This weekly update from A&O Shearman's Pensions team covers critical developments in UK workplace pensions regulation, including extended consultation deadlines for the Value for Money framework, new guidance on pensions dashboards member queries, and an Upper Tribunal ruling on HMRC compliance obligations. The update provides essential insights for pension trustees and scheme managers navigating evolving regulatory requirements.

On 14 July 2026, the UK’s Prudential Regulation Authority (PRA) and Financial Conduct Authority (FCA) published Consultation Paper CP11/26 and Consultation Paper CP26/29, respectively, within which proposals, including draft rules, have been put forward for the introduction of a “tailored regime for captive insurance” in the UK (the Consultation Papers).

For many employers, the shape of modern employment law is already changing. Flexible working, carer’s leave and extended redundancy rights have become part of everyday practice. Yet there is one area still under review that could prove the most significant of all, and that’s the protection of pregnant employees and new mothers.

The Department for Business and Trade has released a comprehensive timeline detailing when key provisions of the Employment Rights Act 2025 will come into force, bringing significant changes to workplace rights, trade union powers, and employer obligations. From electronic balloting rights to extended tribunal time limits and strengthened harassment protections, these reforms will fundamentally reshape the employment landscape over the next two years.

The Employment Rights Act 2025 introduces a major shift in UK employment law by reducing the unfair dismissal qualifying period from two years to just six months, effective January 2027. This change will impact both new and existing employees, requiring employers to justify dismissal decisions much earlier in the employment relationship. Understanding how to manage probation periods, maintain proper documentation, and follow fair procedures will be critical for businesses navigating this significant reform.