Employment Law for:

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.