The Government has recently introduced several amendments to the Employment Rights Bill following a period of consultation.

With the increase in employers’ National Insurance contributions and the Living Wage taking place in April, some of you may be thinking about restructuring your workforce, or even possibly making redundancies.

In January, a Labour MP presented a private members’ bill to Parliament proposing to create a right for employees to have up to ten days paid “safe leave” to deal with issues relating to domestic abuse or violence.

There is no single piece of legislation outlining the legal requirements of the recruitment process. However, employers must comply with several legal requirements from advertising the job to making an offer to the successful candidate.

The highly anticipated budget unveiled by Rachel Reeves on Wednesday introduced several significant measures set to impact employers moving forward. Coupled with the recent release of the Employment Rights Bill, 2024 has marked a year of considerable changes in employment law. Our Head of Employment, Stephen Jennings provides a summary of the key changes.

The Employment Rights Bill, unveiled by Labour in October 2024, contains a number of significant changes to employment law, including the right to claim unfair dismissal from day one of employment. But what does this change mean for employers and how will it be implemented?  

A new legal duty for employers to prevent sexual harassment comes into effect on 26 October 2024 under the Worker Protection (Amendment of Equality Act 2010) Act 2023. This requires employers to take ‘reasonable steps’ to avoid sexual harassment of their employees in the course of employment.

The government’s long-heralded Employment Rights Bill, trailed as the biggest shake-up in employment law for a generation, has now been published. Whilst some of the details of the changes will be set out in secondary legislation informed by ongoing consultation, we've put together a summary of what we know so far.

The Employment (Allocations of Tips) Act 2023 (“the Tips Act”) will come into force on 1 October 2024. But what does this mean in practice? In this insight, we unpack the legislation and set out what employers need to do to prepare for the new rules.

The requirement for mandatory qualifications in social housing management in the UK marks a significant shift in the sector, aiming to elevate standards and ensure competence. The Social Housing (Regulation) Act 2023 (‘The Social Housing Act 2023’), which requires senior housing executives and managers to have specific qualifications, highlights wider commitments to professionalising the industry to ensure higher service delivery standards to tenants. From an employment law perspective, however, this raises critical issues about inclusivity and practical implementation.

The Labour Party has won the 2024 UK general election with a landslide majority following a 14-year Conservative Party rule, marking a new chapter. What’s next for the party and what are the potential implications on freelancers and self-employed workers?

The Labour party have long advocated reforming UK employment law and more detail is now emerging about what is proposed.