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.

From 1 October 2026, the UK's Right to Work Scheme will apply to a wider range of working arrangements, potentially bringing organisations within the civil penalty regime even where they do not directly employ the individual concerned.