TUPE Explained 2026: Employer Guide to Staff Transfers
The Transfer of Undertakings (Protection of Employment) Regulations 2006, commonly referred to as TUPE, form a key part of UK employment law. The regulations are designed to protect employees where a “relevant transfer” takes place, meaning either a business transfer or a service provision change, and the business or service they work for transfers to […]
When Does TUPE Not Apply?
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protect employees when the business or service they work for moves to a new employer. Where TUPE applies, employees assigned to the transferring business or service move automatically to the new employer with their existing employment rights preserved. This includes continuity of employment and most […]
Office Dress Code UK: 2026 Rules, Examples & Employer Guide
Dress codes remain a common feature of many workplaces. In office environments, employers often introduce dress code policies to ensure staff present a professional image, maintain consistency across teams and meet any operational or safety requirements associated with their roles. Expectations about appearance can also play an important role in reinforcing company culture, supporting brand […]
Workplace Gossip: 2026 Employer Risks & HR Guide
Workplace gossip is a common feature of organisational life. Informal conversations about colleagues, managers or the business itself occur in most workplaces, often without any intention to cause harm. In many cases, casual discussion among employees can help build relationships and foster social connections within teams. However, workplace gossip can also create significant organisational and […]
What Is Cost of Living Allowance? 2026 COLA Explained
When organisations deploy employees to work in another country, one of the most important considerations is how differences in living costs will affect the employee’s financial position. Prices for everyday goods and services can vary significantly between cities and countries, meaning that a salary that provides a comfortable standard of living in one location may […]
Learning and Development Policy UK 2026: Employer Guide
Learning and development (L&D) is a term that encompasses everything a company does to foster its employees’ career growth, from professional to interpersonal skill acquisition. Historically, many organisations have conceived of L&D as formal training courses employees complete during working hours. Today, learning and development is expansive in the variety and choice of content and […]
What Is Sexual Harassment? 2026 UK Workplace Guide
Sexual harassment at work remains one of the most serious employment law risks facing UK employers. The law imposes clear duties, and from 26 October 2024 those duties become proactive. Employers must not only respond to complaints but take reasonable steps to prevent sexual harassment before it happens, supported by robust contractual standards and workplace […]
Subject Access Request 2026: Employer Guide UK
A Subject Access Request (often referred to as a DSAR) is one of the most powerful rights available to individuals under UK data protection law. In the employment context, it allows employees, former employees and job applicants to request access to the personal data their employer holds about them. For HR professionals and business owners, […]
Job Application UK: Employer Legal Guide 2026
Managing a job application is not simply an administrative step in recruitment. For UK employers, every job application creates legal exposure. From the moment an individual submits a job application form, the employer is processing personal data, applying selection criteria and making decisions that may later be scrutinised in a tribunal or by a regulator. […]
Disciplining Twice for the Same Offence UK 2026
There is no automatic rule in UK employment law preventing disciplining twice for the same offence. However, a second disciplinary process will be closely scrutinised by an employment tribunal and will only be fair where the employer can clearly justify reopening the matter and can show it acted reasonably in all the circumstances. The starting […]