The start of the 2026/27 academic year brings another substantial package of legal, regulatory and guidance changes for independent schools.

Some changes take effect from 1 September 2026 and require immediate action. Others are already in force but may require schools to revisit their policies and practice, while several significant reforms remain on the horizon.

We highlight some of the key areas independent schools should have on their radar as the new academic year begins.

The start of the 2026/27 academic year brings another substantial package of legal, regulatory and guidance changes for academies and maintained schools.

Some changes take effect from 1 September 2026, others have already come into force during the year, and a further programme of education reform remains on the horizon.

Against that backdrop, we highlight some of the key areas schools should prioritise as the new academic year begins.

The EAT has held that the existence of significant factual disputes does not, by itself, prevent a claimant from establishing that they have a sufficiently strong case to obtain interim relief.

The Government has launched a consultation on a revised statutory Code of Practice on Fair and Transparent Distribution of Tips, reflecting new requirements under the Employment Rights Act 2025. The consultation closes on 29 September 2026.

September marks 12 months since the failure to prevent fraud offence came into force. If your organisation falls within scope, this is a useful opportunity to step back and consider whether the fraud prevention measures put in place before September 2025 remain effective and appropriate.

The EAT has confirmed that a consent order requires both parties to consent at the time the order is made. A party’s earlier consent is insufficient if it has been withdrawn when the order is made.

The Supreme Court has confirmed that part-time workers can bring a claim under the Part-time Workers Regulations where their part-time status is an effective cause of less favourable treatment: it does not have to be the sole cause. This significant judgment resolves previous conflicting case law.

The EAT has upheld findings that dismissing an academic in circumstances involving the expression of protected anti-Zionist beliefs amounted to direct discrimination and unfair dismissal. The University’s appeal succeeded on one limited issue concerning remedy, while the claimant’s cross-appeal was dismissed.

After a father of two died, declarations of trust surfaced that threatened to divert the bulk of his estate away from his wife and their two (then) minor children. The High Court found the declarations of trusts to be shams.