That work has taken on added importance in 2026, with a number of significant changes to employment law already in force and further reforms due this autumn.
Changes introduced in April included Statutory Sick Pay becoming payable from the first day of illness, paternity leave and unpaid parental leave becoming day-one rights, and the maximum protective award for failures in collective redundancy consultation doubling from 90 to 180 days’ pay.
Further changes are due in October. The time limit for bringing most Employment Tribunal claims will increase from three months to six months, while employers will also face stronger duties to prevent sexual harassment in the workplace, including harassment by third parties such as customers or clients.
For employers, these changes may require a review of existing policies, contracts and workplace procedures. For employees, they create important new rights and change the time available to challenge unlawful treatment.
Pre-Law advises employers before difficult workplace decisions are made, helping them understand their obligations, manage risk and follow a fair process.
The firm also advises employees who are experiencing problems at...
Big Tech companies, including Meta, Google and Microsoft, have promised to support Nigeria’s electoral commission, INEC, to tackle false information and AI-generated manipulations during the 2027 ...