United Kingdom: Contract of Employment

Recent Pensions Ombudsman determinations have raised complex questions about early retirement rights following TUPE transfers and the proper procedures for recovering pension overpayments. These cases highlight critical issues affecting both public sector pension schemes and employer obligations when benefits are transferred or incorrectly paid.

The UK government has published detailed guidance on a new employer duty requiring staff to be informed of their right to join a trade union, set to take effect in January 2027. Employers must provide government-supplied wording to all workers and send annual reminders, raising questions about implementation methods and administrative burden.

From October 2026, UK engineering firms face unprecedented liability for right-to-work compliance across their entire subcontracting chains. The new extended liability rules mean businesses can be penalized if anyone working on their projects—including substitutes and workers several layers down the supply chain—lacks proper work authorization.

Senior executives contemplating a transatlantic career move between the UK and US face a complex web of legal considerations that extend far beyond simple relocation logistics. From restrictive covenants and fiduciary duties to executive compensation clawbacks and cross-border tax implications, the legal landscape demands careful navigation to avoid costly disputes and protect hard-earned financial outcomes. Understanding employer protective measures, jurisdictional differences in covenant enforceability, a

Recent Home Office statistics reveal record-breaking levels of illegal working enforcement activity in the UK, with substantial increases in workplace visits, arrests and civil penalties. What do these figures mean for employers navigating Right to Work compliance, sponsor licence duties and the upcoming expansion of immigration obligations?

UK employers will soon face a new legal obligation to inform all workers of their right to join a trade union, with detailed regulations emerging from a government consultation. The requirement, initially expected alongside trade union access rights, has been postponed to January 2027, giving employers time to prepare for compliance with standardized statement delivery procedures.

As schools navigate the immediate pressures of 2025/26, several major legal and policy changes are already taking shape that will fundamentally reshape how schools operate from 2026/27 onwards. From the most significant employment law reforms in a generation to new AI regulations and the introduction of MAT-level Ofsted inspections, early preparation will be essential for school leaders who want to stay ahead of these transformative changes.

The UK energy sector faces unprecedented challenges as it transitions to net zero amid market volatility and fierce competition for specialist talent. Senior employees with strategic expertise and key relationships are increasingly valuable, yet their departure poses significant risks to organisations. How can energy companies effectively protect their legitimate business interests when these pivotal individuals move to competitors or ventures abroad?

A recent Court of Appeal ruling in Geeks Ltd v Watts has significant implications for employers who use training repayment clauses in employment contracts. The case examined whether requiring an employee to repay £8,108 in training costs after just eight months of employment constituted an unlawful restraint of trade, raising important questions about the enforceability of such provisions and what makes them legally defensible.