We wanted to share an update following some recent training we attended on upcoming changes to UK data protection law. While data protection is not an area we typically advise on directly, we thought it would be useful to highlight some of the key changes coming into effect and what they may mean for your organisation from an HR and employment perspective. From 19th June 2026, provisions under the Data (Use and Access) Act 2025 will come into force, introducing a number of practical...

The World Cup brings extra energy into your workplaces, late‑night matches, social plans and lots of match chat the next day. That can be great for morale, but it can also affect how fit people are for work, especially where safety and service standards really matter. The issue is not the football itself, but whether employees are turning up rested, safe and able to do their jobs properly. What Employers Often See During events like the World Cup, many organisations notice: More lateness for...

Clients are already asking, “If the unfair dismissal qualifying period drops to six months, do we need to shorten our probation periods?” The short answer is, not necessarily. But you do need to rethink what happens in those first six months. What’s actually changing? Under the Employment Rights Act 2025, the qualifying period for “ordinary” unfair dismissal will reduce from two years to six months, with effect from 1st January 2027. From that point: Any employee with six months’ service will...