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Under the Employment Rights Act 2025, independent Trade Unions (i.e. those with a certificate of independence) will have a right to access workplaces (physically and digitally) from October 2026.
Redundancies are on the rise, resulting in increased use of settlement agreements. We've compiled our top 10 tips for drafting and negotiating these agreements to support both employers and employees through this challenging process.
Join Katie Glendinning and Lucy White for a live webinar as they break down the key changes introduced by the Employment Rights Act 2025, offering clear insights into what these reforms mean in practice for employers and HR professionals.
The Employment Rights Act 2025 (“ERA 2025”) introduces a new regime that restricts how employers can change certain core contractual terms, with the key provisions now expected to commence on 1 January 2027.
For discrimination and detriment cases, compensation can also cover non-financial losses, which, in most cases, will include an injury to feelings award.
The new statutory right is not inconsequential, and so to ensure that everyone is up to date: here is what you need to know about this new right.
With the phased implementation of the Employment Rights Act 2025 (ERA), alongside other legislative updates, April 2026 brings a wide range of important changes for employers.
April brings the next tranche of reforms under the Employment Rights Act 2025 including changes to the statutory recognition scheme making it easier for trade unions to be recognised in the workplace.
UK employers today operate under powerful, and some may say conflicting, legal pressures. On one hand, they must prevent illegal working under UK immigration laws.
