Employment Law and Labour Law

Organizations are fundamentally rethinking their approach to talent management, with the 2026 report revealing a decisive transformation in attraction and retention strategies. What specific shifts are driving this change, and how are companies adapting their workforce practices to meet evolving employee expectations?

Lucy Lewis speaks with Professor Gina Neff about how organisations can unlock AI's true potential by empowering frontline workers to reimagine their roles rather than simply automating existing tasks. The conversation explores why top-down efficiency mandates miss the mark and how building equity and agency into AI adoption strategies creates lasting organisational resilience.

Recruitment agencies seeking to sponsor migrant workers face complex legal requirements that blur the line between genuine employment and labour supply. Understanding the Home Office's strict limitations on sponsor licences is crucial to avoid severe sanctions including licence revocation and visa curtailment for sponsored workers.

Employment Appeal Tribunal rules that accepted job offers create binding contracts before start dates, with standard pre-employment checks typically being conditions subsequent rather than precedent.

The recent Employment Appeal Tribunal decision offers employers further guidance on manifestation of belief cases.

The “open caseload” stood at 68,192 cases at the end of January 2026 – an increase from 45,751 in January 2025.

UK businesses employing overseas workers face a critical 31 May 2026 deadline for their Appendix 4 report to HMRC. Understanding the qualifying conditions, the economic employer principle...

The Employment Rights Bill has received Royal Assent and become law, marking a significant shift in UK employment legislation. Employers now face the critical question of implementation timelines as they prepare for this comprehensive suite of workplace reforms to take effect.

The Employment Rights Act 2025 will give trade unions a general right to enter workplaces to recruit, organise and represent members for the first time in Great Britain.

The annual changes to compensation limits have been announced and are set out here. The amount of a week’s pay for calculating the basic award for unfair dismissal and statutory redundancy pay increases from £719 to £751.

In this Inbrief, we summarise the basic legal position on maternity and adoption, shared parental leave, paternity leave, parental leave, time off for dependents, carer’s leave and flexible working...

The law relating to paternity leave and pay is not as developed or as complicated as maternity legislation, but employers still need to be aware of the legal position.