United Kingdom: Contract of Employment

The Employment Rights Act 2025 brings sweeping reforms to UK industrial relations and trade union laws, fundamentally changing how employers must engage with unions regardless of current recognition status.

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

The UK government has published its response to consultation on flexible working reforms, introducing a new reasonableness test for employers refusing requests from 2027. The reforms will require employers to meet with employees before rejecting applications and explain why refusal is reasonable, while consultation data reveals significant gaps between employer and employee perceptions of the current system.

The Home Office has released an updated draft Employer's guide to right to work checks, set to take effect from 1 October 2026. This comprehensive analysis examines the key changes from the previous July draft, including new guidance on working arrangements, revised extended liability provisions, and clarifications on when contractual requirements apply. Understanding these updates is crucial for employers preparing to comply with the expanded right to work scheme.

Keystone Law explores the evolving landscape of workplace communications as artificial intelligence transforms how businesses interact internally and externally.

The UK's Employment Rights Act 2025 introduces an unprecedented right for trade unions to access workplaces with 21 or more workers starting October 30, 2026. Employers unfamiliar with union relations must prepare for this significant legal change by understanding the new Code of Practice, designating responsible personnel, and implementing proper response procedures for statutory access requests.

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The law on non-compete clauses may be drastically reformed by the current government. The most favourable approach is a combination of a complete ban on non-compete clauses below a certain income threshold and a statutory limit of three months on non-compete clauses in relation to employees earning above the limit.