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Mills & Reeve system for employees.
The Employment Rights Act 2025 introduces, for the first time, a stand-alone statutory right for trade unions to access workplaces. The government’s stated aim is to promote “more stable and constructive industrial relations”.
Several changes to employment law take effect on 6 April 2026. According to a recent Acas survey, employers believe that reforms being made to SSP will have the biggest impact in the workplace
The second set of Commencement Regulations for the Employment Rights Act 2025 have been published.
For the last nine months, organisations have been trying to interpret the For Women Scotland decision.
A number of employment law changes will come into force on 6 April 2026.
Over the past month, the government has launched seven consultations on amendments to the Employment Rights Act 2025 (“ERA”), closing on various dates in April and May.
New rates for many statutory payments will apply from April 2026.
The Employment Appeal Tribunal has ruled that failing to upgrade the terms and conditions of TUPE transferred staff was indirect race discrimination.
The Government has published a revised timetable for the implementation of the Employment Rights Act 2025.
Nine months on from the Supreme Court’s ruling on the meaning of sex in the Equality Act, we are still without definitive guidance on how it is to be applied in practice.
Most of the Act’s provisions in relation to family-related leave will take effect from 6 April 2026, but some won’t be implemented until 2027. In addition, a separate Act which gives additional rights to unpaid leave for bereaved partners is also being implemented from 6 April.
Employers have just 28 days to respond to an Employment Tribunal claim by filing an ET3 form. By acting quickly, employers can protect their right to defend Employment Tribunal claims and avoid costly mistakes.