Leave to Remain in the UK: Rules & Application Guide 2026
Section A: What does “leave to remain” mean in UK immigration law? Leave to remain is immigration permission granted to a non-UK national to stay lawfully in the UK. In most cases it is granted following an in-country application to extend or change an existing status, but it also covers any grant of […]
Compensatory Rest: 2026 Employment Law Guide
Compensatory rest is one of the most consistently misunderstood concepts in UK employment law. It is often treated by employers as a flexible scheduling tool or confused with time off in lieu. In law, it is neither. Compensatory rest is a mandatory statutory substitute for minimum rest that has been lawfully displaced under the Working […]
Unsociable Hours Employment Law Guide 2026
Unsociable hours are a routine operational requirement in many UK businesses, particularly in healthcare, logistics, hospitality, manufacturing and customer-facing services. Despite their prevalence, unsociable hours sit at the intersection of several high-risk areas of employment law, including contract interpretation, working time compliance, pay entitlement and discrimination. The legal risk for employers does not arise because […]
Night Shift Working Rules for Employers 2026
Night shift working sits at the intersection of working time regulation, health and safety law and contractual risk. For employers, it is one of the highest-exposure areas of day-to-day workforce management because the legal rules are prescriptive, enforcement is active and mistakes tend to scale quickly across rotas, payroll and health outcomes. Unlike general working […]
Employee Retention: Strategies, Legal Issues & Best Practices 2026
Employee retention has become one of the defining strategic challenges for UK employers. While the concept itself sits firmly within HR and workforce strategy rather than employment law, the decisions employers make in pursuit of retention increasingly intersect with legal obligations, regulatory scrutiny and litigation risk. In practice, employee retention is shaped by how organisations […]
UK eVisa Explained 2026: Electronic Visas, ETA & How It Works
Section A: What is an eVisa in the UK? The UK eVisa is a secure digital record of an individual’s immigration status and the conditions attached to their permission to be in the UK. It records whether a person has the right to live, work or study in the UK, or rent in […]
Statutory Guarantee Pay: 2026 Rules & Risk
Statutory guarantee pay is often treated by employers as a marginal technicality that only arises in rare downturns. In practice, it is a high-risk compliance area that frequently exposes employers to unlawful deduction claims, breach of contract disputes and unintended redundancy liabilities. Where work levels fluctuate, cashflow tightens or operational disruption occurs, decisions taken quickly […]
Right to Work Share Code: What It Is & How to Get It 2026
Section A: What is a Right to Work Share Code? A Right to Work share code is a 9-character alphanumeric code generated via GOV.UK that allows non-British, non-Irish workers with digital immigration status to prove their right to work online to UK employers. Each code links to the individual’s Home Office record so […]
UK Citizenship Requirements in 2026
Section A: UK Citizenship Eligiblity Requirements Eligibility for British citizenship depends on the statutory route under the British Nationality Act 1981 and how the applicant’s personal history aligns with current Home Office nationality guidance as applied in January 2026. British citizenship is not a single entitlement route. It is accessed through distinct legal […]
Staggered Hours: 2026 Guide for UK Employers
Staggered hours are often treated by employers as a simple flexible working option, but in practice they sit at the intersection of contractual rights, the statutory flexible working framework, discrimination risk and workforce planning. Since the April 2024 changes to the UK flexible working regime (introduced through the Employment Relations (Flexible Working) Act 2023, supporting […]