Unfair Dismissal UK: 2026 Rules & 2027 Changes
Section A: What Is Unfair Dismissal? Most employees have the statutory right not to be unfairly dismissed. Allegations of unfairness can be directed against employers for a number of reasons, with the grounds for dismissal, the way the decision was reached and the procedure used to bring the contract to an end all […]
Employing Contractors UK: Legal Guide 2026
Employing contractors can offer businesses flexibility, specialist expertise and short-term scalability. However, in UK law, the decision to hire an independent contractor rather than an employee carries significant legal and financial consequences. Employment status determines statutory rights, tax liabilities, PAYE obligations and potential exposure to employment tribunal claims. Misclassifying a contractor can result in backdated […]
Collective Consultation Rules UK (2026 Guide)
Collective consultation is one of the most heavily regulated areas of UK employment law. Where an employer proposes to dismiss 20 or more employees as redundant within a 90-day period at one establishment, the law imposes strict procedural obligations. These obligations arise under section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 […]
Employment Rights Act 2025: Changes from 2026
Section A: What is the Employment Rights Act 2025? The Employment Rights Act (ERA) 2025 is a major programme of reform that changes how core workplace rights operate in practice. Formerly the Employment Rights Bill, the ERA 2025 received Royal Assent on 18 December 2025 and is being implemented in phases through commencement […]
Upward Bullying at Work: UK Employer Guide 2026
Bullying at work is usually discussed as something that flows down a hierarchy, for example where a manager misuses authority or where colleagues mistreat each other. In practice, organisations are also seeing cases where employees target people in authority, undermining or intimidating them in ways that are sustained, corrosive and difficult to tackle. This is […]
Bringing the Company into Disrepute UK (2026 Guide)
Bringing the company into disrepute is a commonly cited disciplinary allegation in UK workplaces. It appears frequently in employment contracts, staff handbooks and codes of conduct, yet it is not defined in statute. Despite that, it can form the basis of lawful disciplinary action, including dismissal, where the legal test for misconduct is met. In […]
ICE Regulations UK (2026): Employer Compliance Guide
The ICE regulations, formally known as the Information and Consultation of Employees Regulations 2004, form part of the UK’s statutory framework governing employee consultation. They establish a legal mechanism through which employees in larger undertakings can require their employer to put formal information and consultation arrangements in place, as part of wider UK employment law […]
Trade Union Act 1992: Employer Guide 2026
The “Trade Union Act 1992” is a common shorthand for the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA). For employers, TULRCA sits alongside wider UK employment law compliance duties and day-to-day HR law decision-making, shaping how collective issues are recognised, negotiated and escalated. While the statute is often discussed in the context of […]
Positive Action vs Positive Discrimination: Rules & Risks in 2026
Employers are under a legal duty not to unlawfully discriminate against prospective or existing employees because of a protected characteristic. However, that is not to say employers cannot take ‘positive action’ to assist certain groups of people that are potentially at a disadvantage or under-represented within their workforce. Positive action is a limited exception under […]
Redundancy Consultation for Employers: A Guide
Redundancy consultation is one of the most scrutinised stages of any redundancy process under UK employment law. While redundancy is a potentially fair reason for dismissal under the Employment Rights Act 1996, the fairness of the dismissal will often depend not on the business rationale itself, but on whether the employer conducted a proper and […]