United Kingdom: Health & Safety

From 1 October 2026, businesses that subcontract the delivery of services or operate platforms matching workers with clients may need new terms in their commercial contracts, or risk losing their defence against illegal working penalties of up to £60,000 per worker. This comes from a major overhaul of the UK's right to work regime under the Border Security, Asylum and Immigration Act 2025, which extends liability well beyond the traditional employer-employee relationship.

If the proposals are adopted, some firms will be removed from the scope of the remuneration codes altogether. For those that remain in scope, the move away from detailed and prescriptive rules to an outcomes-focused approach in the new code will give firms considerably more flexibility to apply the rules in a way that reflects their size, structure and activities.

International crises demand rapid, values-driven decision-making from employers managing cross-border workforces. Drawing on expert insights from crisis management, geopolitical risk, security operations and communications professionals, this guidance explores how organisations can strengthen their preparedness through strategic planning, clear governance structures and effective stakeholder engagement when facing geopolitical conflicts, civil unrest or security incidents.

As extreme heat becomes increasingly common in Northern Ireland, employers face growing pressure to protect workers from rising temperatures.

A devastating train collision near Bedford has resulted in numerous serious injuries and a tragic loss of life, raising urgent questions about railway safety.

As extreme weather events become more frequent, employers face mounting legal obligations when temperatures soar. Understanding workplace safety requirements, employee rights, and potential liabilities during heatwaves...

Few cases underline the reality of employment law as sharply as that of Darron Blewitt.

Working parents who lose a child under the age of 18 or have a baby stillborn after 24 weeks of pregnancy have the right to take two weeks' paid bereavement leave. This is called parental bereavement leave and pay.

Workers who "blow the whistle" on their employers have the right not to be dismissed or otherwise penalised as a result.