Blog Articles

Migrant workers who have been victims of modern slavery are to be permitted to work in any occupation for the remaining duration of their visa, following a change to the Skilled Worker visa sponsorship system, it has been announced.

New regulations have been made that bring into force provisions of the Employment Rights Act 2025 (ERA 2025) that extend most employment tribunal claim time limits from three to six months. They come into force from 1 October 2026.

New documents have been published to sit alongside the Government’s Make Work Pay: ending one-sided flexibility – reforms of zero hours and similar contracts consultation.

The Government has published its response to two different trade union-related consultations, as well as new regulations, as part of measures being introduced under the Employment Rights Act 2025.

The Fair Work Agency (FWA) has successfully secured its first conviction under its enforcement powers, relating to the Gangmasters (Licensing) Act 2004.

The Government has revised its timetable for implementation of the remaining reforms that are set to be introduced under the Employment Rights Act 2025 during 2026 and 2027.

Regulations have been made confirming that the anticipated unfair dismissal changes under the Employment Rights Act 2025 (ERA 2025) will come into effect on 1 January 2027.

Draft regulations have been put before Parliament to bring into law provisions of the Employment Rights Act 2025 that extend the time limits for certain employment tribunal claims. If accepted, they will come into force and apply to claims from 1 October 2026.

From October 2026, the Employment Rights Act 2025 will establish a statutory right for trade unions to access workplaces. The Government has launched a consultation on a draft Code of Practice on this new right, which will have a wide-reaching impact on employers.

On 7 April 2026, a new Fair Work Agency was established through the Employment Rights Act 2025. This new regulatory body will fundamentally change the enforcement of individual employment rights in the UK by bringing the powers of various enforcement bodies under a single banner. Let’s take a look at what we know about the Fair Work Agency (FWA) so far and what it means for employers.

The Employment Rights Act 2025 (ERA 25) is bringing in sweeping changes to employment law and keeping track of when everything is happening is a complex task. One such change came into force from 6 April 2026; from that date, the definition of “qualifying disclosures” has been extended to include sexual harassment. We look at what this means for employers.

The government has launched a consultation on its proposals to prevent the misuse of non-disclosure agreements (NDAs) in cases involving workplace harassment and discrimination.