The recently announced increase in employer National Insurance (NI) contributions, which comes into effect from April 2025 has left many employers now facing tough decisions, including whether they may need to consider a reduction in their workforce as a means of mitigating the added expense.

Welcome to our November 2024 Employment Law Update!

As we predicted, the rollout of the eVisa project has run into trouble and delays. With just 17 working days left of 2024, Immigration minister Seema Malhotra announced on 4 December that the long-planned cut-off date of 31 December is being delayed by 3 months.

Individuals looking to bring an Employment Tribunal claim against an employer can do so by submitting a document known as an “ET1 Claim Form” (often referred to as an “ET1” for short). This document initiates legal proceedings and sets the groundwork for the entirety of a case.

This FAQ provides answers to some of the frequently asked questions currently on wage regulations to help employers stay compliant ahead of the National Minimum Wage and the National Living Wage increases in April 2025.

March 2025 saw the UK government introduce the Planning and Infrastructure Bill 2025. Part of the government’s ambitious growth agenda, the Bill’s aim is to expedite the delivery of 1.5 million homes and fast-track 150 major infrastructure planning decisions by the end of the current parliamentary term.

Welcome to our March 2025 Employment Law Update!

The recent cases of Hubbard, Cowderoy and Wharton have all highlighted the difficulty in contesting a will based upon the allegation of undue influence. From an analysis of these cases it is clear that suspicious circumstances alone are not enough and a claim of undue influence will require strong evidence that actual coercion took place.

This article provides an overview of what the Modern Slavery Act 2015 Act is and weighs-up how effective it has been since coming into force.

Before COVID-19 hit the world in 2019, employees working from home was a relatively unusual concept for many of the UK’s workforce. However, one positive aspect of the pandemic was that it opened the eyes of employers and employees alike to possibility of home and/or hybrid working and the benefits of the same.