The Chancellor’s Spring Statement brought more than just economic forecasts — it sent a clear message to hirers, umbrella companies, and recruitment agencies: non-compliance with tax avoidance rules is now moving into the realm of criminal law.

Are you ready for the new national minimum wage/living wage, national insurance and statutory payment increases coming into force in April?.

If your business operates an annual leave year from 1 April to 31 March, there’s an important change this year: the 2024–2025 leave year includes only seven bank holidays, one fewer than usual.

Are you ready for the new holiday pay regulations? These come into effect for workers whose leave year starts on the 1st April 2024 and onwards.

As the festive season approaches, many employers are already planning their end-of-year celebrations. But this year, there’s a new legal backdrop to consider: the Worker Protection (Amendment of Equality Act 2010) Act 2023, which comes into force in October 2024. 

In a major shift for labour supply chain compliance, the UK government has announced that from April 2026, the responsibility for PAYE and National Insurance contributions (NICs) on earnings paid via umbrella companies will no longer sit with the umbrella itself—it will be passed up the chain to either the end client or a UK-based recruitment agency.

Labour has officially introduced its highly anticipated Employment Rights Bill, fulfilling its pledge to reform UK employment law within 100 days of taking office—though just barely, releasing the bill on day 98. While many predicted bold, sweeping reforms, the final draft reveals a more balanced and phased approach.

n a landmark decision, the UK Supreme Court has ruled that part-time football referees may qualify as employees for tax purposes, even where they work on a freelance, gig-like basis. The ruling—Professional Game Match Officials Ltd v HMRC—could have a significant impact on how employers, platforms, and contractors manage tax status, worker rights, and IR35 compliance.

A recent decision by the Employment Tribunal (ET) has found that store workers at Next were unlawfully paid less than warehouse workers, despite doing work of equal value.

From 1 October 2024, the way businesses must handle tips, gratuities, and service charges is changing. The Employment (Allocation of Tips) Act 2023, alongside new statutory guidance, introduces legal obligations for employers to ensure that all tips and service charges are distributed fairly and transparently to staff.

With the publication of both the Labour and Conservative party manifestos ahead of the 2024 General Election, UK employers now have a clearer picture of the potential direction of employment law reform—depending on the outcome at the polls.

Unfortunately many employers are unwittingly falling foul of discrimination law when advertising a job role.

On the 6th April 2024, ACAS published its guidance for employers to use when considering flexible work requests made by their employees.

A recent decision by the Employment Appeal Tribunal (EAT) has reinforced the legal protections available to employees who seek to take statutory family-related leave, such as parental leave.

The UK government has now published a revised draft Code of Practice on Dismissal and Re-engagement, following its 2023 consultation.

A recent ruling from the Scottish Court of Session has brought much-needed clarity for employers using settlement agreements to resolve employment disputes.

The Supreme Court has now delivered its long-awaited decision in the case of Agnew v Chief Constable of the Police Service of Northern Ireland, significantly reshaping how underpaid holiday claims may be handled — especially in Northern Ireland, but with potential consequences for employers across the UK.

Are you ready for the new holiday pay regulations? These come into effect for workers whose leave year starts on the 1st April 2024 and onwards.