Employment Law

From 6 April 2026 employers will face a number of changes to statutory payment rates and employment law compensation limits. These changes, which are the result of both annual rate adjustments and wider reforms under the Employment Rights Act 2025, will increase employer costs, expand eligibility for workers, and require updates to payroll processes, policies and budgeting.

Nearly 400 employers have been failing to pay the National Minimum Wage in findings published by the Government recently. This has resulted in them being told to repay almost £7.3 million in wages owed to workers as well as the almost £12.6 million which they will have to pay in penalties.

The much-debated Employment Rights Act 2025 finally passed in December 2025, and a number of employment law changes are expected over the next two years.

It’s common for businesses to relocate their offices or change work locations. While some employees may find a new location more convenient or beneficial, others may face disruption to their personal and family lives. Whether a relocation is viewed positively or negatively, it’s important for both employers and employees to understand the legal framework surrounding such moves.

In today’s world of remote work and constant connectivity, the lines between “off sick” and “working from home” can blur. A desire for productivity can come into conflict with a need to recover. But where’s the balance and what does the law say?

There has finally been a breakthrough in the deadlock surrounding the Government’s Employment Rights Bill (“ERB”), which has been the subject of significant back-and-forth between the House of Commons and the House of Lords in recent weeks. In particular, there has been much debate around the qualifying period for unfair dismissal claims but it now appears that a compromise has been reached to enable the ERB to pass without further undue delay.

Ever found yourself eating lunch at your desk or skipping it altogether just to keep up with your workload? You’re not alone. Whether it’s pressure from deadlines or a workplace culture that frowns on stepping away, many employees feel they have no choice but to power through. But your lunch break isn’t just a nice-to-have, it’s a legal right.

A final written warning is more than a slap on the wrist; it’s often the last step before dismissal. But skipping steps in the disciplinary process can expose employers to legal risk. For employees, receiving one can feel like the ground is shifting. So, when is it fair and legal to issue a final written warning?

Employment Law is full of misconceptions that can trip up even the most conscientious employers and employees.

Can browsing Rightmove on your lunch break get you fired? In one recent Employment Tribunal case, it nearly did-but the employer paid the price.

George Cokkinos is a Trainee Solicitor* within the employment team. Here he tells us a little more about himself and his journey so far.

Will Trotter is a Trainee Solicitor in the Employment team. In this feature, he shares insights into his background and the journey that led him here.