United Kingdom: Employment and HR

The UK government has delayed key provisions of the Employment Rights Act 2025, pushing back the requirement for employers to inform workers of their trade union rights from October 2026 to likely January 2027. Public sector outsourcing reforms have been removed from the implementation timeline entirely, though other October 2026 reforms remain on track.

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.

The Employment Rights Act 2025 introduces sweeping changes to UK employment law taking effect in October 2026, fundamentally altering how employers manage workplace disputes, union relations, and harassment prevention. From extended tribunal time limits to mandatory trade union workplace access, these reforms will reshape employer obligations and employee protections across nearly every aspect of the employment relationship.

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.

Meeting a divorce lawyer for the first time can feel daunting. You may not know what information you need, what questions you should ask, or even where to start.

The High Court has ruled on limitation periods for pension transfer compensation claims, determining when the clock starts for FSCS claims. Meanwhile, the Pensions Dashboards Programme releases new guidance for direct connectors and updates standards for benefit illustrations and scheme transfers.

The UK pensions landscape is evolving with two significant developments: the October 2026 deadline for pension schemes to connect to the pensions dashboards ecosystem, and proposed reforms enabling defined...

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.