Insightful blogs on employment law, immigration, and workplace HR matters. Stay informed, compliant, and create a thriving work environment.
The proposal to move most settlement routes from a five year to a ten year baseline has been discussed since the Immigration White Paper of May 2025. For employers with sponsored workers approaching Indefinite Leave to Remain, the uncertainty is now a practical workforce issue. Where things stand The “A Fairer Pathway to Settlement” consultation […]
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Since October 2024, employers have had a positive duty to take reasonable steps to prevent sexual harassment of their workers. From 30 October 2026, the Employment Rights Act 2025 raises that standard. Employers must take all reasonable steps, and they will be liable for harassment of their employees by third parties, such as customers, clients […]
A common question for dental practices holding a sponsor licence is whether a dentist sponsored under the Skilled Worker route must be employed through PAYE, or whether they can instead work
The Home Office has begun introducing mandatory multi-factor authentication (MFA) for users of the Sponsorship Management System (SMS).
The Home Office does not need to visit your premises to identify salary compliance failures. Through data-sharing with HMRC, it can identify discrepancies between the salary declared on a Certificate of Sponsorship and the wages actually paid, without prior notice and without a compliance visit.
Employers often reach for a settlement agreement as a default response to any difficult employment situation. In many cases that is the right decision.
The Transfer of Undertakings (Protection of Employment) Regulations 2006 known as TUPE remain one of the most misunderstood and most frequently misapplied areas of UK
The construction sector faces employment law and immigration challenges that are distinctive to the industry.
From 1 January 2027, the qualifying period for unfair dismissal claims in the UK will reduce from two years to six months. This means that employees hired from July 2026 onwards will acquire unfair dismissal protection after only six months’ service.
Redundancy law in the UK is in the middle of a period of significant change. The April 2026 increase in the protective award, the rise in the unfair dismissal compensatory award cap, and the upcoming changes to collective redundancy rules in 2027 all create a landscape where the financial and legal risk of getting a redundancy exercise wrong has never been higher.
