New Right to Work Rules for UK Gig Employers
The UK home Office has announced a significant change to right to work rules, extending existing legal obligations to employers engaging individuals in the gig economy or on zero-hours contracts. Under the new requirements, organisations employing workers on flexible and zero-hours contracts must now verify their immigration status before hiring them. To comply, organisations will […]
Restraint of Trade Clauses: Employer Advice
A restraint of trade clause in an employment contract can be an effective way of restricting the post-termination activities of a key or senior employee, by helping to protect the employer’s legitimate business interests if that individual’s employment comes to an end. However, not all restraint of trade clauses will be enforceable by the courts. […]
Workforce Planning UK 2026: What It Is & How to Do It
Workforce planning is the process of analysing and forecasting an organisation’s current and future staffing needs to ensure the right people are in the right roles at the right time. It allows employers to identify skills gaps, anticipate future workforce demands and align staffing strategies with business objectives. Strategic workforce planning requires collaboration between HR, […]
Compulsory Redundancy Guide for Employers
Whatever the business driver behind redundancy, employers must in all cases follow a fair and transparent procedure when making someone redundant. In this guide for employers, we explain the process you need to follow when making compulsory redundancies. What is compulsory redundancy? A redundancy situation is where you terminate an employee’s contract of employment because you […]
Working Under Protest: Guide for UK Employers
When an employee is working under protest, it is imperative as an employer that you seek to resolve the issues that form the basis of their complaint as soon as possible, otherwise you potentially risk exposure to claims for breach of contract or constructive dismissal. Working under protest is when an employee continues to perform […]
Drug Testing in the Workplace: Guide for Employers
Drug-testing in the workplace can often be a difficult and daunting issue for employers and HR personnel to handle, where it is important to strike a balance between the individual rights of your employees with the health and safety of your workforce and the wider public. Below we look at the rules relating to drug […]
Managing Mobility Costs and Compliance
The challenging economic and geopolitical environment has put pressure on businesses to explore new ways of facilitating overseas assignments with reduced mobility costs. Global mobility teams have been tasked with lowering their costs, just as other organisational functions have. But they have to do this while ensuring talent mobility and maintaining standards such as immigration […]
Aligning Global Mobility & Talent Management
Organisations are under increasing pressure to demonstrate return on their global mobility programmes. Crucially, this entails taking the mobility function beyond the role of a reactive, operational service, to become a strategic driver delivering value across the organisation. This transformation however necessitates collaboration with wider business functions and areas of strategic importance. One area that, […]
EEA Family Permit Guide 2025
The EEA Family Permit was an immigration route that allowed non-EEA family members to join or accompany EEA or Swiss nationals in the UK. It granted permission to live, work and study in the UK for up to six months and allowed unrestricted travel in and out of the country during that period. This route […]
Business Travel Compliance: Managing Risk
International business travellers remain a common source of immigration compliance risk for organisations. Although they typically make up the largest proportion of an organisation’s global movement, the reality is, this cohort tends to fall under the radar of internal global mobility policies and programmes, meaning their movements are neither measured, nor monitored nor managed for […]