As September comes around once again, so too does a new raft of developments in employment law. In this update, we round up pertinent events from the end of July onwards and what to look out for next in 2026.

Looking back: Summer 2026 updates

July

ACAS opened a consultation on a revised draft Code of Practice on disciplinary and grievance procedures. In summary, key changes from the current Code include:

• Revised terminology: The CoP references (for the most part) “workers” rather than the previous “employees”.
• Informal resolution is brought within the statutory framework. Including in respect of the potential uplift of up to 25% tribunal awards for an unreasonable failure to follow the Code.
• New section on mediation and facilitated conversations.
• Expanded guidance on suspension.
• Reasonable adjustment section reflects the requirements of the Equality Act 2010.
• Right to be accompanied; encouraging employers to permit employees to be accompanied in instances where the statutory right may not apply.

The consultation closes on 23 September 2026.

August

• The Equality and Human Rights Commission’s Code of Practice for Services, Public Functions and Associations came into effect. For more information see our previous article.
• The Supreme Court case Augustine v Data Cars Limited [2026] UKSC 30 confirmed that part-time status does not need to be the sole cause of less favourable treatment to permit a claim under Reg 5. of the Part-time Workers (Prevention of Less Favourable...

Read Full Story: https://news.google.com/rss/articles/CBMiowFBVV95cUxNYTVDN095bklpSmdhcFNkN3Mw...