Employment Law and Labour Law

From January 2027, UK employees will gain unfair dismissal rights after just six months of service, and the compensatory award cap will be removed entirely. How will these sweeping changes reshape recruitment, probation periods, performance management, and settlement negotiations? This analysis explores ten critical areas where employers must adapt their practices and prepare for a fundamentally different employment landscape.

Jersey is set to introduce statutory whistleblower protection through draft legislation that establishes a comprehensive framework for raising concerns about wrongdoing. The proposed law defines who can make protected disclosures, outlines reporting procedures, imposes investigation obligations on recipients, and provides robust protections against retaliation including automatic unfair dismissal provisions.

UK employers face a dramatic shift in employment law as unfair dismissal protections expand significantly from January 2027. The qualifying period drops from two years to just six months, while compensation caps are eliminated entirely, creating unlimited liability for wrongful terminations. These changes demand immediate action on probationary periods, recruitment processes, and performance management strategies.

Jersey is set to introduce statutory whistleblower protection through draft legislation that establishes a comprehensive framework for raising concerns about wrongdoing. The proposed law defines who can make protected disclosures, outlines reporting procedures, imposes investigation obligations on recipients, and provides robust protections against retaliation including automatic unfair dismissal provisions.

UK Employment Rights Act 2025 and FCA Non-Financial Misconduct Guidance — Key Considerations for Financial Services Employers...

The Crime and Policing Act 2026 introduces sweeping changes to corporate criminal liability in the UK, making organizations accountable for any criminal offense committed by senior managers acting within their authority. This expansion from limited economic crimes to all UK criminal offenses requires businesses to reassess their risk management strategies and implement robust oversight measures for senior leadership.

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.

The UK government has launched a consultation proposing significant reforms to equal pay legislation, addressing current system shortcomings and introducing new measures to strengthen protections for disabled workers and ethnic minority groups. These proposals could fundamentally reshape how pay discrimination claims are handled and enforced across British workplaces.

The UK Government launched a consultation on June 30, 2026 on the Government’s proposed approach to statutory holiday pay compliance and enforcement by the Fair Work Agency (FWA) from 2027.

From January 2027, UK employees will gain unfair dismissal rights after just six months of service, and the compensatory award cap will be removed entirely. How will these sweeping changes reshape recruitment, probation periods, performance management, and settlement negotiations? This analysis explores ten critical areas where employers must adapt their practices and prepare for a fundamentally different employment landscape.