Welcome to this bumper edition of the Autumn newsletter. This month sees the implementation of many significant measures contained in the Employment Rights Act 2025. These include extension of Employment Tribunal time limits and changes to the sexual harassment preventative duty. In addition, the Government has published an updated implementation timeline and we now know that statutory bereavement leave will be in introduced in April 2027 and the measures to improve access to flexible working in Autumn 2027. Significantly, the duty on employers to provide their workers with a written statement informing them of their right to join a trade union, which was due to be in place on 30 October 2026, has been put back to January 2027.
There have also been significant case law developments. We have an important decision from the Supreme Court about the scope of protection for part-time workers and an interesting Employment Appeal Tribunal decision about when the right to be accompanied is triggered.
In the Immigration context, a new Code of Practice on preventing illegal working was effective from 1 October 2026. This significantly extends the scope of the right to work regime and introduces a concept of extended liability. It has also been confirmed that the Immigration Salary List will close on 31 December 2026.
It’s been a very busy few months and that’s likely to continue with many employers already preparing for the wide-ranging changes to be introduced by the Employment...
Jared Kushner’s attorney says his legal team has formally put Vanity Fair and its parent company, Condé Nast, on notice over allegations about President Donald Trump’s son-in-law that the lawyer ch...