Insights

From 19 June 2026, Section 164A of the Data Protection Act 2018 introduces a formalised framework for how organisations, including schools, must handle data protection complaints. While the statutory requirements themselves are relatively procedural in nature, their interaction with existing school complaints frameworks, particularly the ISSR Part 7 parental complaints procedure, raises important practical questions.

In this article, we set out our view on how schools can most effectively manage these overlapping regimes, ensuring compliance while preserving fairness and operational efficiency.

The Renters' Rights Act 2025 (the Act) came into force on 1 May 2026 and will change the way in which schools manage their residential property portfolio which is let on a tenancy. 

With the abolition of section 21 "no fault" notices, unless the tenant is happy to vacate voluntarily, schools will only be able to terminate a tenancy through service of a Section 8 Notice in reliance on one of the possession grounds set out in Schedule 2 of the Housing Act 1988. These grounds cover a range of scenarios including non-payment of rent and illegal activity by the tenant at the property.

For many schools, ground 5C will be one of the most important tools available. We will comment on this further below in order to help schools put themselves in the best position to obtain possession when required.

The Fair Work Agency launched in April 2026 with a strong early focus on National Minimum Wage enforcement. Schools should take this opportunity to review their pay practices, working hours, and deductions to reduce the risk of non-compliance.

On 26 May 2026, the Secretary of State for Education, Bridget Phillipson, wrote to Sarah Cardell, the Chief Executive of the Competition and Markets Authority (CMA), requesting an independent review of the English early years childcare market.

In today's increasingly connected world, a school or academy's reputation can come under threat quickly and from unexpected directions. Knowing how to respond swiftly and effectively can make all the difference.

The Employment Appeal Tribunal has overturned findings of direct race and belief discrimination arising from disciplinary action taken against an employee who rejected the concept of systemic racism.