Employment Law and Labour Law

The Employment Rights Act 2025 brings sweeping reforms to UK employment law that will fundamentally reshape workforce management in the hospitality industry. From expanded sick pay entitlements and enhanced parental leave to new protections for zero-hours workers and revised unfair dismissal procedures, these changes demand immediate attention from hospitality employers. Are you ready to navigate these transformative legal requirements?

The Employment Rights Act 2025 has been described as the biggest upgrade to workers’ rights in a generation. It contains a number of reforms, the breadth and complexity of which will have a significant impact on employers.

The unfair dismissal regime is undergoing significant changes from 1 January 2027, removing the compensation cap and reducing the qualifying service period from two years to six months. Employers planning dismissals or redundancies before this deadline must carefully navigate the interaction between the 1 January cutoff and statutory notice periods, which can extend an employee's effective termination date by up to 12 weeks regardless of payment in lieu arrangements.

As organisations continue to navigate their responsibilities under the Building Safety Act, understanding competence, organisational capability and governance has never been more important. This video explores how expectations around competence have evolved since the introduction of the Building Safety Act and what organisations should be doing to meet their legal obligations, covering both individual and organisational competence requirements.

Workplace falls remain a significant cause of injury across all sectors, with HSE data revealing that slips, trips and falls on the same level account for 30% of employer-reported non-fatal injuries, while falls from height continue to be the leading cause of fatal workplace accidents. Understanding the common hazards—from wet floors and obstructed walkways to unsafe ladders and unprotected edges—is essential for employers seeking to meet their legal duties and reduce the risk of serious harm.

The family of an 81-year-old Carnforth man who died from mesothelioma after working as an electrical engineer in the 1960s is seeking former colleagues to provide crucial information about asbestos exposure at a Lancaster factory. Witnesses who worked at Jas Williamson & Son Limited or Nairn-Williamson Limited during that period, particularly those with knowledge of industrial ovens and maintenance work involving asbestos insulation, could help establish how Tony Allen contracted the fatal disease that rema

Acas has published a draft Code of Practice on disciplinary and grievance procedures for consultation, its first full rewrite since 2009. Nothing has changed yet. The consultation closes on 23rd September 2026, Acas will then decide whether and how to take the draft forward, and any final version still needs government approval before it takes effect. What the draft does, regardless of its eventual shape, is reveal the thinking that underpins Acas’s proposed approach to workplace conflict.

The Employment Tribunal has awarded an employee nearly half a million pounds after he accumulated 827 unpaid holiday days over his 37-year employment.

Healthcare providers face mounting employment tribunal risks amid workforce shortages and rising employee expectations. From inconsistent management practices to inadequate documentation, seemingly minor oversights can escalate into costly litigation that damages reputation and staff morale.

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.

Settlement agreements often involve complex tax implications that can significantly affect how much money employees actually receive. Understanding which payments qualify for the £30,000 tax exemption, which are fully taxable, and which may be paid entirely tax-free is essential before signing any agreement.