The much-anticipated Employment Rights Bill was published on 10 October and introduces 28 employment law reforms, including in relation to zero-hours contracts, fire and rehire practices, and establishing new day-one rights for workers.

This week the King's Speech took place on Wednesday. Whilst it did not include any surprise employment law announcements, it has provided an insight into the Government's immediate plans.

For employers and employees alike, one of the most significant aspects of the Employment Rights Bill is the removal of the two-year qualifying period for ordinary unfair dismissal claims.

Following the recent introduction of the Employment Rights Bill (Bill), the government has launched four consultations on some of its key proposals.

New government guidance reminds employers of current best practice on zero hours contracts but will be updated to reflect the Employment Rights Act 2025 reforms due to take effect next year.

The Sponsor Guidance was updated on 28 August 2026, introducing important changes to the operation of the Sponsor Management System (SMS). These updates include the implementation of multi-factor authentication (MFA), the phasing out of Level 2 users, and new policies addressing SMS inactivity. This article explores these key changes and their implications for your business and sponsor licence compliance.