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grievance procedure is a legal requirement and failing to follow it can increase employment tribunal compensation awards by up to 25%.

From October 2026, UK employers will face a significantly higher legal duty to prevent sexual harassment in the workplace.

TUPE, the Transfer of Undertakings (Protection of Employment) Regulations protects employees when a business, service, or part of an organisation transfers to a new employer. If TUPE applies, employees automatically move to the new organisation on their existing terms, with their continuity of service and employment rights fully preserved.

From 6 April, a major wave of reforms came into force under the Employment Rights Act 2025, strengthening day‑one rights and increasing employer obligations. The headline changes require employers to update contracts, policies, and manager training to reflect the new April 2026 Employment Rights Bill changes.

From 6th April 2026, employers have a legal duty to maintain detailed records of employee annual leave and holiday pay and all organisations must take immediate action to avoid legal and financial risk.

The disciplinary process is there to protect both the business and the employee. Done properly, it supports fair decision‑making, reduces legal risk and reinforces your standards without damaging trust.

It is essential during the probationary period to set clear expectations for new hires, review their performance regularly, document any concerns objectively, and make timely decisions about confirmation or termination of employment.