The construction sector faces employment law and immigration challenges that are distinctive to the industry. A highly mobile workforce, extensive use of subcontractors and self-employed labour, project-based working patterns, and a significant reliance on overseas skills all create compliance pressures that generic employer advice rarely addresses adequately. Employment status: the construction sector’s biggest liability […]
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.
Introduction The UK Government has launched a consultation that could significantly expand workplace rights for unpaid carers and parents of seriously ill children.
Under the new UK “Day 1” SSP rules (from 6 April 2026), Statutory Sick Pay is payable from the first qualifying day of sickness absence rather than after 3 waiting days. For an employee working: 37.5 hours per week £15 per hour roughly £27,000 per year their average weekly earnings are about: £27,000 ÷ 52 […]
The Employment Appeal Tribunal (EAT) has recently considered important issues concerning disability discrimination, workplace drug testing and prescribed medical cannabis
Discrimination claims remain one of the most serious areas of employment tribunal risk for UK employers. Unlike unfair dismissal, compensation is uncapped.
If you run a care home, a healthcare agency, or any business in the health and social care sector, 2026 is bringing a wave of changes that you need to be ready for.
The 12-week protection limit for striking workers is gone. If you dismiss someone for taking part in lawful industrial action, it is now automatically unfair — no matter how long the action lasts.
Employer alert: Having good reasons to dismiss isn’t enough Many employers believe that if they have solid grounds to dismiss an employee—such as poor performance, misconduct, or redundancy—they can simply let that person go.
