Data protection complaint rules have changed. Learn what employers need to do, the new legal requirements and practical steps to comply.
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Join us for an essential discussion on the practical impact of reducing the qualifying period for unfair dismissal to just six months.
Redundancy isn’t just a headcount exercise. Discover the 10 biggest mistakes employers make and what to do to avoid them.
Most employers want to improve diversity and representation, but good intentions can still create legal risk. Learn where positive action can go wrong and how to avoid crossing the line into unlawful discrimination.
Reduction in the qualifying period for unfair dismissal takes effect from 01 January 2027 – this means employees starting on 01 July 2026 will reach six months’ service at that point. Here’s why you’ll want to consider reducing the duration of your probation periods.
The latest tribunal statistics claims continue to increase at a time when the employment tribunal system is already creaking at the seams. For employers, that means greater legal costs, increased management time, operational disruption and longer periods of uncertainty when disputes arise. So why are claims increasing, and is there actually anything employers can be doing to mitigate the trend?
Recent Ministry of Justice data points to a sharp rise in whistleblowing claims reaching employment tribunals. Yet at the same time, the success rates of those claims remains incredibly low. At first glance, this might feel like good news for employers. But the reality is more nuanced and real risks still exist. Matt Wishart, Employment Lawyer and litigation expert shares his thoughts.
Join us for an essential discussion on the practical impact of reducing the qualifying period for unfair dismissal to just six months.
From October 2026, trade unions will have a new right to request access to your workplace. The Government’s draft Code of Practice (under consultation until 20 May 2026) means that employers who receive these requests will face new obligations backed by significant financial penalties for non-compliance.
The first wave of Employment Rights Act changes are now live. Some bring immediate cost increases. Others quietly increase legal risk. The foundations needs to be in place now. Here’s a recap of everything in force from 06 and 07 April 2026.
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