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
In a ruling dated November 13, 2025, the French Supreme Court determined that when an employee is hired under a fixed-term replacement contract, the employer must inform the new employee of the dismissal of the employee they have replaced. Failure to provide such notification results in the fixed-term employment contract being reclassified as
Dans un arrêt du 13 novembre 2015, la Cour de Cassation a jugé dans le cadre d’un CDD de remplacement, que l’employeur devait informer le salarié remplaçant du licenciement du salarié remplacé et que s’il ne le fait pas, le contrat de travail a durée déterminée est alors requalifié en contrat de travail à durée
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
The factors for calculating the levels in the social insurance system were updated on 1 January 2026. The updated rates and limits can
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
Two legislative developments propose changes to non-disclosure agreements and confidentiality agreements. This blog outlines the background to these changes, explains what they mean in practice, and offers guidance for employers on how to respond.
