Employment Law and Labour Law

The Employment Appeal Tribunal's decision in Clifton Diocese v Parker reveals a series of serious procedural failings in a workplace investigation that led to an unfair dismissal. The case examines how an external investigator's flawed approach—from failing to disclose allegations in advance to conducting the process in a dismissive manner—can expose employers to significant legal liability. With the compensatory cap for unfair dismissal claims being removed in 2027, this judgment serves as a cr

UK Visas and Immigration is increasingly using data analytics and intelligence-led monitoring to identify sponsor licence compliance issues before conducting physical audits. With sponsor licence revocations more than doubling to a record 1,948 between July 2024 and June 2025, businesses must understand how UKVI now assesses compliance through HMRC payroll data, SMS activity, and inter-agency intelligence sharing rather than relying solely on surprise visits.

Employers face evolving legal obligations to prevent sexual harassment in the workplace, with new duties requiring proactive risk assessment and mitigation strategies. The shift from reactive complaint handling to anticipatory prevention marks a fundamental change in how organizations must approach workplace conduct. Understanding these requirements and implementing comprehensive preventative measures is now essential for compliance and avoiding significant financial penalties.

Having an accident at work is not, on its own, a fair reason for dismissal. Employers owe every member of staff a legal duty to provide a safe working environment, and the law does not allow them to legally dismiss employees simply because they were injured or intend to claim compensation. As such, you cannot be sacked for purely for the fact of having had an accident at work, though the circumstances involved can affect whether a later dismissal is fair.

As businesses navigate technological advances and significant employment law reforms, workforce planning has become critical to success. But what happens when organisations fail to forecast future skills needs, and how can the legal risks of poor planning be minimised in an evolving regulatory landscape?

For many employers, the shape of modern employment law is already changing. Flexible working, carer’s leave and extended redundancy rights have become part of everyday practice. Yet there is one area still under review that could prove the most significant of all, and that’s the protection of pregnant employees and new mothers.

The Government has published its response to the consultation on improving access to flexible working, introducing significant reforms that will require employers to adopt a more structured and evidence-based approach before rejecting flexible working requests. While stopping short of creating a default right to work flexibly, the new framework under the Employment Rights Act 2025 will mandate consultation meetings and impose a reasonableness test on refusals, fundamentally changing how employers handle suc

The UK government has confirmed a new mandatory process for employers handling flexible working requests, requiring consultation meetings before refusal and introducing a reasonableness test. Set to take effect in autumn 2027, these changes aim to ensure meaningful engagement between employers and employees when considering alternative working arrangements.

The UK is introducing sweeping changes to right-to-work compliance that will extend verification obligations far beyond traditional employment relationships. From October 2026, businesses must navigate new requirements covering contractors, gig workers, and supply chain arrangements—or face civil penalties of up to £60,000. How will these reforms affect your organisation's compliance framework and contractual relationships?

A recent amendment to the Financial Services and Markets Bill proposed by Baroness Ros Altmann – and the Government’s response – has put a spotlight on the future regulation of pension superfunds.

The UK government has unveiled proposals for automatically consolidating small deferred pension pots through multiple consolidator schemes, addressing the growing challenge of 13 million pots worth less than £1,000. The consultation explores a federated delivery model with central oversight, examining authorisation regimes, data infrastructure requirements, and regulatory frameworks across both trust-based and contract-based pension schemes.

NHS dentists considering Retire and Return face a complex decision that extends beyond pension eligibility. This guidance examines the financial planning considerations, contractual implications for GDS and PDS holders, and the critical distinction between retiring from the NHS Pension Scheme and retiring from practice ownership itself.