Employment Law and Labour Law

Creating a national workplace pension system is a significant challenge for any country, but for island nations with smaller populations, more limited resources and the need for tailored engagement...

A&O Shearman advises Aegon on the approximately GBP2bn sale of its UK business to Standard Life, creating the UK's largest retirement savings and income business serving 16 million customers. The transaction includes GBP750 million in cash and a 15% equity stake in the combined entity, marking a strategic milestone in Aegon's transformation into a leading U.S. life insurance and retirement group.

The Pensions Regulator is urging trustees of smaller defined contribution schemes to evaluate their capacity to meet upcoming legal requirements under the Pension Schemes Bill, including default decumulation pathways and value for money assessments. With increased governance demands on the horizon, TPR suggests that consolidation or wind-up may better serve member interests for schemes lacking the resources to comply with these significant new duties.

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 number of employees who are members of a trade union has continued to fall in recent years. Government data published in May 2025 confirmed that trade union membership fell to a record low of only 22% of UK employees in 2024.

Industrial action is not defined in statute but, as a general guide, amounts to concerted action taken to put pressure on an employer. It includes strikes and actions short of a strike such as picketing, work-to-rule, go-slow and a ban on call-out.

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.

The High Court has clarified how employers must navigate the complex intersection of health and safety requirements, biological sex definitions, and trans employees' rights when providing workplace toilets and changing facilities. This analysis explores the legal framework established by recent case law and outlines practical options for employers seeking to balance competing needs while avoiding discrimination claims.

The Paternity Leave (Bereavement) Act 2024, in force from 29 December 2025, introduces a day-one entitlement to statutory paternity leave in one specific situation. Where a child’s mother, adopter or intended adopter dies in connection with childbirth or placement, the surviving parent may be entitled to take statutory paternity leave immediately, without needing the usual qualifying period of service.

The Employment Rights Bill introduces reforms that affect almost every stage of the employment relationship. Its purpose is to strengthen statutory protections and bring greater consistency to workplace rights. For employers, however, the significance of the Bill lies less in its stated aims and more in how it reshapes the legal and commercial risk attached to employing staff