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 […]
Social Media in the Workplace: UK Guide 2026
Social media in the workplace is no longer a peripheral HR issue. It sits at the intersection of UK employment law, reputational risk, discrimination liability and data protection compliance. For UK employers, the legal exposure created by social media at work is real and increasingly scrutinised by tribunals. Employees use social media during working hours, […]
Menopause in the Workplace: Employer Legal Guide 2026
Menopause in the workplace has become a defining compliance issue for UK employers. What was once treated as a private health matter or a general wellbeing topic now sits firmly within the scope of employment law, equality risk management and organisational governance. Rising tribunal claims, updated guidance from the Equality and Human Rights Commission (EHRC), […]
Employing Contractors UK: Legal Guide 2026
Employing contractors can offer businesses flexibility, specialist expertise and short-term scalability. However, in UK law, the decision to hire an independent contractor rather than an employee carries significant legal and financial consequences. Employment status determines statutory rights, tax liabilities, PAYE obligations and potential exposure to employment tribunal claims. Misclassifying a contractor can result in backdated […]
Collective Consultation Rules UK (2026 Guide)
Collective consultation is one of the most heavily regulated areas of UK employment law. Where an employer proposes to dismiss 20 or more employees as redundant within a 90-day period at one establishment, the law imposes strict procedural obligations. These obligations arise under section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 […]
Section 3C Immigration Act 1971: 2026 Guide
Section 3C Immigration Act 1971 is one of the most important but misunderstood provisions in UK immigration law. It operates automatically to continue a person’s existing leave where they have made a valid, in-time application to extend or vary their permission, and that application has not yet been decided before their current leave expires. Without […]
UK Share Code: What It Is & How to Check 2026
Section A: What is a Share Code? A share code is a unique, government-issued alphanumeric code that gives controlled access to a person’s current immigration status held on the Home Office system. It sits at the centre of the UK’s shift to a digital immigration system, allowing third parties such as employers, landlords […]
Upward Bullying at Work: UK Employer Guide 2026
Bullying at work is usually discussed as something that flows down a hierarchy, for example where a manager misuses authority or where colleagues mistreat each other. In practice, organisations are also seeing cases where employees target people in authority, undermining or intimidating them in ways that are sustained, corrosive and difficult to tackle. This is […]
Bringing the Company into Disrepute UK (2026 Guide)
Bringing the company into disrepute is a commonly cited disciplinary allegation in UK workplaces. It appears frequently in employment contracts, staff handbooks and codes of conduct, yet it is not defined in statute. Despite that, it can form the basis of lawful disciplinary action, including dismissal, where the legal test for misconduct is met. In […]
ICE Regulations UK (2026): Employer Compliance Guide
The ICE regulations, formally known as the Information and Consultation of Employees Regulations 2004, form part of the UK’s statutory framework governing employee consultation. They establish a legal mechanism through which employees in larger undertakings can require their employer to put formal information and consultation arrangements in place, as part of wider UK employment law […]