United Kingdom: Employee Rights/ Labour Relations

The Employment Rights Act 2025 has introduced significant changes to how trade unions conduct statutory ballots, expanding beyond traditional postal voting to include electronic and workplace methods. A new Code of Practice, effective from 25 August 2026, establishes the framework for these modernized voting procedures, including the creation of a 'responsible person' role within unions who must carefully evaluate security, accessibility, and member preferences when determining ballot methods. These reforms

Significant changes to UK employment law are set to take effect at the end of 2026, reducing the unfair dismissal qualifying period from two years to just six months and removing the statutory cap on compensation. These reforms will substantially increase potential liability for multinational employers with UK operations, requiring immediate attention to recruitment, performance management, and termination practices.

The Supreme Court has ruled that Home Office civil penalty notices for illegal working must clearly specify the exact basis of an employer's alleged liability, not simply list all possible reasons. This landmark decision affects how employers can challenge penalties and what information they're entitled to receive when accused of employing workers without proper permission.