Wrongful Dismissal UK 2026: 2 Years, Notice & Compensation
Wrongful dismissal is a breach of contract claim arising where an employer terminates employment in breach of the employee’s contractual rights under the employment contract. In most cases, the breach relates to notice — either because no notice was given, insufficient notice was provided, or payment in lieu of notice was not lawfully made. Unlike […]
Long Term Visitor Visa UK (2026 Rules Guide)
If you are planning to travel to the UK repeatedly over several years, you may be considering a long term visitor visa UK. This is not a separate immigration category. It is a Standard Visitor visa granted with extended validity of 2, 5 or 10 years, allowing multiple entries during that period. Because visitor permission […]
Discrimination at Work UK: Employer Guide 2026
Discrimination at work remains one of the most legally complex and high-risk areas of UK employment law. Governed primarily by the Equality Act 2010, the law prohibits employers from treating individuals unfairly because of specific protected characteristics. The consequences of getting it wrong are significant: employment tribunal awards for discrimination are uncapped, reputational damage can […]
Induction Process UK: Employer Compliance Guide (2026)
The induction process marks the formal beginning of the employment relationship. While often described as a welcome or onboarding exercise, in legal terms it is the point at which a range of statutory duties crystallise for the employer. A structured and compliant induction process is therefore not optional administration. It is the mechanism through which […]
Recruitment Discrimination UK: Employer Guide 2026
Recruitment discrimination is one of the most legally sensitive stages of the employment lifecycle. Decisions taken before a contract is even signed can give rise to Employment Tribunal claims, reputational damage and regulatory scrutiny. Under the Equality Act 2010, job applicants are protected against unlawful discrimination from the earliest point of engagement with a prospective […]
Equality Diversity and Inclusion UK: 2026 Employer Guide
Equality diversity and inclusion are no longer peripheral HR concepts. In 2026, they sit at the centre of legal risk management, governance standards and workforce strategy. For UK employers, equality diversity and inclusion is first and foremost a statutory compliance issue governed by the Equality Act 2010. Inclusion may be strategic. Diversity may be commercial. […]
Age Discrimination at Work: UK Law & Examples 2026
Age discrimination remains one of the most frequently litigated areas of workplace equality law in the UK. Unlike some other protected characteristics, age discrimination can affect employees at every stage of their career — from young applicants entering the workforce to senior employees approaching retirement. For employers, the legal risks are significant. Claims under the […]
Employee Shareholder Status (2026): Rights & Risks
An individual’s employment status affects both their statutory rights and your risk exposure as an employer. Employee shareholder status is a specific legal status where an individual remains an employee but is issued shares in the employing company (or its parent) in return for giving up certain statutory employment rights. What this article is about: […]
Leap Year Pay UK: Must Employers Pay More?
Paying employees correctly is a fundamental legal obligation under UK employment law. Even a small payroll miscalculation can expose an employer to claims for unlawful deduction of wages, breach of contract or regulatory enforcement under minimum wage legislation. For employer-facing guidance on pay compliance and risk, see our wider resources on employment law and pay […]
Section 98 Employment Rights Act Explained (2026)
Section 98 of the Employment Rights Act 1996 sits at the heart of UK unfair dismissal law. Whenever an employment tribunal considers whether a dismissal was fair, it turns to section 98 to determine whether the employer had a legally valid reason and whether they acted reasonably in relying on that reason. For employers, understanding […]