Insights

The Employment Rights Act 2025 (the Act) introduces significant changes to the employer–trade union relationship. For higher education providers, the reforms affect industrial action, recognition, facility time and union access rights, reshaping the legal framework over the coming months.

Recent legal developments, including Natasha’s Law and Benedict’s Law, are strengthening food allergy protections across England, with new statutory guidance for schools due to take effect in September 2026.

The recent Tucker v Howe case, decided in February 2026, is a striking example of how disputes over estate administration costs can escalate, leaving beneficiaries with significant financial consequences.

On 6 April 2026, the third set of commencement regulations under the Employment Rights Act 2025 came into force, reforming statutory sick pay (SSP). These changes remove the three-day waiting period, abolish the lower earnings limit (LEL) for eligibility, and introduce a modified approach for lower earners.

On 30 March 2026, updated Vento bands were published, for assessing injury to feelings awards in claims presented on or after 6 April 2026. 

A recent Employment Appeal Tribunal decision highlights the importance of following the correct process when dealing with reconsideration applications and late responses.