Employment Law and Labour Law

The Employment Rights Act introduces sweeping changes to UK employment law, from reducing unfair dismissal qualifying periods to strengthening trade union rights and banning exploitative practices. This comprehensive dashboard breaks down each reform by topic, clarifying current legal positions and what they will become under the Act. With implementation dates ranging from April 2026 through 2027, employers face a transformative period requiring careful preparation across multiple areas of workforce managem

Recent Jersey Employment and Discrimination Tribunal decisions from July 2026 reveal critical implications for employers regarding statutory rights, disability discrimination claims, and procedural compliance. The rulings clarify when provision, criteria or practice (PCP) requirements are met, how retrospective cap increases apply to discrimination awards, and the importance of clear contractual language in displacing statutory holiday rights.

Jersey's Discrimination Law 2013 protects employees from unfair treatment based on seven protected characteristics including sex, age, race, disability, and sexual orientation. Understanding how direct discrimination, indirect discrimination, harassment, and victimisation apply in the workplace is crucial for employers of all sizes to ensure compliance and avoid tribunal claims that can now result in awards up to £30,000.

Julia Paulding speaks with Ewen MacPherson, Group Chief People Officer at Havas, about how HR is transforming into a strategic function that shapes human-centred employee experiences. They explore the shift toward skills-based organisations and how companies can prepare their workforce for an AI-enabled future.

Recorded live at last year's Managing an International Workforce conference, our speakers unpack how organisations can counter international competitive risks...

UK fire and rehire reforms under the Employment Rights Act 2025 could unexpectedly impact outsourcing arrangements where service providers don't take on customer employees.

The High Court dismissed a claim that an intra-group restructuring, involving the release of pension liabilities, amounted to a transaction at an undervalue (TUV) for the purpose of the Insolvency Act 1986: Cohen v Co-operative Group Ltd [2026] EWHC 1228 (Ch).

The UK government has released a comprehensive update to its pensions roadmap, revising key implementation timelines for the Pension Schemes Act 2026 and introducing new frameworks for Value for Money assessments, scale requirements, and guided retirement provisions. HMRC has also updated critical guidance on VAT recovery for pension scheme expenditure, while new regulations clarify inheritance tax information-sharing duties and authorize direct surplus payments to members.

HMRC has quietly updated its guidance on input tax recovery for defined benefit pension schemes, introducing significant changes that improve recovery for asset management costs but appear to eliminate the previous concessionary treatment for administration costs.

The UK government's plan to remove the cap on unfair dismissal compensation and reduce the qualifying period from two years to six months will fundamentally reshape how employers use fixed-term contracts. These changes, effective January 2027, mean that employees on fixed-term contracts of six months or more will gain significant new protections, requiring employers to identify fair reasons and follow proper procedures when contracts expire without renewal.

Duncan Lewis Solicitors unveils a comprehensive video series addressing critical employment law matters, from grievance procedures and whistleblowing protections to discrimination claims and settlement negotiations. Each video breaks down complex legal rights and workplace protections into practical guidance for employees navigating challenging situations. The series covers upcoming legislative changes and provides actionable steps for workers facing unfair treatment, redundancy, or dismissal.

The UK government has significantly increased penalties for employers who fail to comply with collective redundancy consultation requirements, doubling the maximum protective award from 90 to 180 days' gross pay. Additionally, new legislation will introduce an organisation-wide trigger for collective redundancy obligations, fundamentally changing how multi-site employers must track and manage redundancy proposals across their operations.