New Entrant Skilled Worker Visa Criteria 2026
Section A: What is a Skilled Worker New Entrant? The Skilled Worker route includes a specific concession for individuals at an early stage of their career, described in the Immigration Rules as “new entrants”. New entrant status affects how salary thresholds are applied, but it does not relax the underlying requirements around job […]
UK ILR Debate Update: 10-Year Reforms Ahead
UK ILR Debate Update The Minister for Migration and Citizenship confirmed during the Westminster Hall debate on 2 February 2026 that the Government intends to proceed, in principle, with the earned settlement model set out in the Command Paper “A Fairer Pathway to Settlement”. The stated policy objective is to move away from […]
UK Sick Note (Fit Note) 2026: When & What It Means
Section A: What is a Sick Note in the UK? In UK employment law, there is no specific legal document called a ‘sick note’. The term is commonly used to describe what is officially known as a ‘fit note’. A fit note is the recognised form of medical evidence used to support sickness […]
What Is PAYE? 2026: How Pay As You Earn Works Explained
Pay As You Earn (PAYE) is HMRC’s statutory system for collecting Income Tax and National Insurance contributions (NICs) from employment income through payroll. For employers, PAYE is not optional administration. It is a legal obligation that sits at the centre of payroll governance, HR risk management and financial compliance under UK employment law. When PAYE […]
Payment in Lieu of Notice 2026 | Meaning & When It’s Used
Payment in Lieu of Notice (PILON) is an operationally attractive option for employers because it allows an exit to be executed quickly. It is also a legally sensitive decision, because PILON interacts with contract rights, tax treatment and litigation risk. Used correctly, it supports clean exits and risk control. Used casually, it can trigger avoidable […]
Automatically Unfair Dismissal 2026 Explained | Meaning & Examples
British employment law draws a sharp distinction between ordinary unfair dismissal and dismissals that Parliament has treated as inherently unacceptable. Automatically unfair dismissal sits in the second category. It is not about whether the employer followed a textbook process or acted with good intentions. It is about whether the reason for dismissal falls within a […]