Join us for an essential discussion on the practical impact of reducing the qualifying period for unfair dismissal to just six months.
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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.
Employers must now create and retain records showing compliance with statutory holiday entitlement rules, and keep them for at least six years.
From 6 April 2026, parental leave, paternity leave, and a new right to bereaved partners’ paternity leave with become day-one rights.
From 6 April 2026, Statutory Sick Pay (SSP) is changing. For many employers, this will be one of the most significant and costly reforms under the Employment Rights Act.
Join us for an essential session on easing HR burnout, outsourcing employee relations support and preparing for the Employment Rights Bill.
Think you’ve got until 2027 to worry about changes to unfair dismissal? Think again! We’ve done the maths…it’s sooner than you think.
The government has signalled a major amendment to the Employment Rights Bill which will scrap the statutory cap on unfair dismissal compensation. Here’s what it all means.
Join us for an exclusive insight into how forward-thinking organisations are transforming their employee relations strategy by outsourcing case management while maintaining legal privilege and protecting sensitive workplace data.
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