On 25 March, the government published its response to the consultation on mandatory ethnicity and disability pay gap reporting, confirming its intention to proceed with a new reporting regime for large employers. Reporting will apply to organisations with 250 or more employees, aligning with the existing gender pay gap framework and avoiding additional regulatory burden
From 6 April 2026, the Employment Rights Act 2025 (the Act) will place a new duty on employers to create and retain records that are adequate to show they comply with statutory holiday entitlement rules, covering both leave taken and the pay associated with it.
The Act inserts a new regulation 16A into the Working
The government has announced that the compensation limits for successful claims of unfair dismissal will be increased in April 2026. The key changes are:
These changes were set in the Employment Rights (Increase of Limits)
Starting in April 2026, employers with 250 or more staff will have the option to prepare and share a voluntary action plan alongside their gender pay gap statistics, as set out in the Employment Rights Act 2025 (ERA 2025). From spring 2027, these action plans are expected to become mandatory, depending on further legislation. On
At the beginning of February, the government published an updated timeline for implementation of the Employment Rights Act 2025 (the Act). In addition, five further consultation papers relating to changes in the Act were published. In this post, we look at the changes to the timetable and consider the consultation papers and what this means
On 15th December 2025, the Paternity Leave (Bereavement) Act 2024 (Commencement) Regulations 2025 were passed, bringing the whole of the Paternity Leave (Bereavement) Act 2024 (the Bereavement Act) into force on 29th December 2025. The Government has also introduced the Bereaved Partner’s Paternity Leave Regulations 2026 which will extend fathers and partners
Since the Mansion House Compact of 2023, many large UK pension schemes have been committing to shift investment strategy. The Compact and follow-on initiatives aim to channel pension fund capital into growth assets – particularly those thought likely to improve UK economic performance. As a result, private equity, infrastructure, private credit and venture capital are
The Employment Rights Bill has today been granted Royal Assent becoming known as the Employment Rights Act 2025. The Act is seen as the “biggest upgrade to workers’ rights in a generation” and brings changes to all areas of workers protection rights. One of the most significant reforms is the reduction of the qualifying period
The UK government has launched a new consultation on the future of non-compete clauses in employment contracts, setting out a range of reform options aimed at boosting labour market mobility, innovation and business growth and reducing barriers to recruitment. Responses are open until 18 February 2026.
What’s Being Proposed?
The working paper explores several