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R (Greyhound Board of Great Britain Ltd) v Welsh Ministers [2026] EWHC 670 (Admin) What are the practical implications of this case? The ruling reinforces the constitutional divide between the courts and the legislature. It explains that the scheme and framework of the Government of Wales Act 2006 (GWA 2006) embody that separation of powers, and that any judicial attempt to recognise and enforce a common law obligation on Welsh Ministers to consult prior to introducing legislation in the Senedd would trespass upon that boundary. This is not a departure from established principle; case law has already upheld comparable rules for lawmakers in Scotland and at Westminster. However, this is the first express confirmation of the position for Welsh lawmakers, and the first time this dimension of the GWA 2006 has been analysed in such depth. The court examined earlier
The solution arrived through the United Nations Compensation Commission (UNCC), a quasi‑judicial body handling mass claims, created under UN Security Council Resolution 687. By addressing environmental harm—most notably via its ‘F4’ claim class—the UNCC set a seminal benchmark shaping how international law and contemporary arbitral panels allocate financial responsibility for wartime ecological devastation. With present-day wars in areas such as Eastern Europe and the Middle East bringing dam breaches, strikes on chemical facilities, and the burning of farmland, the UNCC’s legacy endures as an essential reference point for states, global investors, and companies engaged in post‑conflict arbitration. The F4 claims: Quantifying the unquantifiable Prior to the 1990s, mechanisms in international law for war reparations overwhelmingly favoured property loss, foregone earnings, and bodily injury. The natural world was commonly treated as a mute, non-compensable victim of armed hostilities...
Understanding the farming business as a business Many farms still use long-standing structures that arose by habit, not strategy. Sole traders, informal partnerships and outdated partnership deeds are common. While once effective, such setups can cause major issues around succession, tax planning and involving the next generation. A corporate team can take a fresh, business-led view of the farm, asking: Who owns the land and other critical assets? Who manages daily operations? Who carries the risk and who enjoys the return? What is the enduring plan for succession? From this review, the team can confirm whether the current setup is fit for purpose or if an alternative — for example an updated partnership agreement, a company, a limited liability partnership, or a blended model — would better meet the family’s aims. Tax efficiency through joined-up advice Tax sits at the centre of most
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The Department for Business and Trade ( DBT) has published a summary of views expressed by stakeholders at roundtables held in January and February 2026 on changes to unfair dismissal under the Employment Rights Act 2025. The Department for Business and Trade ( DBT) has released an overview of stakeholder opinions gathered during roundtable sessions in January and February 2026 concerning reforms to unfair dismissal provisions within the Employment Rights Act 2025......
Section 6 of the Victims and Prisoners Act 2024 supersedes VPA 2024, s 17, scrapping the prior constraint that protected disclosures had to be made to particular recipients for specified purposes. Any term in any agreement, including commercial non-disclosure agreements ( NDAs), is void to the extent it seeks to stop a victim, or someone who reasonably believes they are a victim, from revealing relevant criminal conduct-or the counterparty’s reaction to it-to anyone, for any purpose. The new provision binds the Crown, subject only to a tightly drawn national security exception. This analysis examines how these reforms align with existing common law limits on confidentiality and their consequences for standard commercial NDA templates. It is written by Richard Hanstock, a barrister at Cornerstone Barristers and the founder of Deeptech Legal, an SRA-authorised firm specialising in cybersecurity, artificial...
In this issue: Horizon scanning Status and worker categories Recruitment Benefits Prohibited conduct Prohibited conduct protection at work Corporate governance Employment Tribunals Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Government announces overhaul of fit note system and publishes call for evidence results The Department for Work and Pensions ( DWP) and the Department of Health and Social Care ( DHSC) have released the findings of a call for evidence on fit notes, and confirmed four pilot projects in parts of England designed to address the ‘broken’ fit note system. Run by the previous government from April to July 2024, the evidence call drew 1,959 responses. It assessed how the current fit note arrangements shape work and health...
CPA 2026 materially widens corporate criminal exposure by extending attribution for all offences to conduct by ‘senior managers’ exercising significant decision-making power. This moves risk beyond the narrow ‘directing mind’ test and brings companies-particularly large, decentralised groups-under sharper enforcement scrutiny. Expect prosecutors to probe operational leadership, governance gaps and aggregate evidence across individuals. Boards should revisit delegation, clarify accountability and reinforce oversight of operational choices. A continuing hurdle is pinpointing who is a senior manager in complex structures, with courts likely to prioritise substance over form. More broadly, the regime will reshape how organisations record authority, decisions and escalation, with greater emphasis on demonstrating how choices are taken and supervised in practice. A reshaped strategic risk profile The most immediate effect of CPA 2026 is a broader range of situations in which a company can be criminally liable. Historically, attribution turned on the...
The Department of Health and Social Care ( DHSC) and the Department for Work and Pensions ( DWP) have published the outcomes of a call for evidence on fit notes, and also unveiled four new pilots across several different parts of England to repair the ‘broken’ fit note system......
In this issue: Pay Tax Prohibited conduct (discrimination etc) Prohibited conduct protection at work Health and safety Union status and obligations Employment tribunals Industrial Relations Law Reports ( IRLR)— May 2026 New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Pay Fair Work Agency issues guidance on gangmaster licence criteria and upkeep. Working with the Department for Business and Trade ( DBT), the Fair Work Agency has released a suite of guidance notes and rules for labour providers on securing and retaining a gangmaster’s licence. Presented in three parts, it sets out who must hold a licence, the steps to apply for or renew one, and how licensing outcomes are reached and maintained, with links to the relevant guidance. See: LNB News 10/04/2026 34......
Bilfinger Salamis UK Limited v HMRC [2026] UKUT 143 ( TCC) BUK delivered services to a North Sea oil platform operator ( M) using its own staff. The arrangement was later reworked into an offshore employment model designed to avoid secondary Class 1 National Insurance contributions, namely employers’ NICs. The core group of BUK employees was transferred to a Guernsey subsidiary, Bilfinger Guernsey ( BG), and BG then supplied the labour for M’s benefit. BUK nevertheless remained the contracting party with M, and there was no contract in place between M and BG. Separately, BG contracted with BUK to provide labour, scaffold and equipment. The core team of BG employees operated on M’s oil platforms in discharging BUK’s contractual obligations to M (see UT at [6], [7] and [31], the latter referring to FTT at [218]). The issue before both the FTT and the UT was...
Kankanalapalli v Loesche Energy Systems Ltd [2026] EAT 49 What was the background? The claimant, Mr Kankanalapalli, received an offer of employment as a project manager from the respondent, Loesche Energy Systems Ltd, conditional upon 'satisfactory references', a 'right to work check', and completion of a probationary term. He accepted via email, finished onboarding paperwork, and supplied the requested details, but did not send back a signed copy of the offer. Prior to the agreed start date, the respondent rescinded the offer owing to a delay in its underpinning project. He issued a breach of contract claim in the Employment Tribunal, asserting that the respondent ended the contract without notice. The respondent contended that no binding contract had come into being because the conditions were unmet, or, in the alternative, that reasonable notice had been given. The Employment Tribunal rejected the claim, finding the...
In this issue: Employment Rights Act 2025 Employment contract Whistleblowing Health and safety Data protection and employee information TUPE and asset purchases New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts HMRC updates National Minimum Wage Manual for ERA 2025 HMRC has revised its National Minimum Wage Manual to align with amendments introduced by Part 5 of the Employment Rights Act 2025 ( ERA 2025). Eighteen pages have been updated, covering: particular occupations and priority groups (gangmaster-supplied labour and migrant workers) records, evidential requirements, enforcement powers and offences steps to follow once a Notice of Underpayment is issued, including where an employer files an appeal disclosure of National Minimum Wage details to the Fair Work Agency (...
Speaking to Law360, Lisa Pinney described the new super‑regulator as grounded in the labour market and taking a compliance‑first stance on enforcement. From the outset, she wants it to draw on experience from industry, trade unions and the third sector to make compliance simpler while safeguarding workers from serious exploitation. Her message was clear: the agency will support responsible businesses, but will take the toughest action against those who exploit staff or undercut fair operators. Pinney and other leaders at the Fair Work Agency confirmed that 7 April 2026 is a soft launch: a website will go live and phone numbers from the Employment Agency Standards Inspectorate, the Gangmasters and Labour Abuse Authority, and the Office for the Director of Labour Market Enforcement will be redirected to the agency. Around 450 HM Revenue and Customs staff—making up most of the...
In this issue: Horizon scanning Employment Rights Act 2025 Pay Tax Employment tribunal equality claims Data protection and employee information Northern Ireland Europe- EU New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Key employment law changes— April 2026 The Lexis+® Employment team have compiled an overview of the principal employment law updates coming into force in April 2026. Alongside the customary annual uprating of statutory rates and other routine adjustments, several reforms will also give effect to elements of the Employment Rights Act 2025 ( ERA 2025)......
Summary of changes The following changes take effect from 1 April 2026: annual uplift to the national living wage ( NLW) and the national minimum wage ( NMW) an increase to NMW equivalence rates for seafarers an increase in NMW rates for agricultural workers in Wales and in Scotland the repeal of the Certification Officer’s power to raise a levy changes to the categories of permitted MATB1 evidence revisions to the Armed Forces complaints procedures and routes The following change takes effect from 5 April 2026: annual increase to the applicable rate of Statutory Maternity Pay The following changes take effect from 6 April 2026: significant reform of Statutory Sick Pay ( SSP), including the removal of waiting days and of the lower earnings limit annual increase to the rate of SSP ...
In this issue: Employment Rights Act 2025 Status and worker categories Employment tribunal equality claims Diversity and gender pay gap Pay Maternity, parents and carers Data protection and employee information Corporate governance Employment Tribunals New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Employment Rights Act 2025 ( Commencement No 2 and Transitional and Saving Provisions) ( Amendment) Regulations 2026 SI 2026/323: this instrument brings into operation defined provisions of the Employment Rights Act 2025 ( ERA 2025) on 1 April, 6 April and 7 April 2026. These Regulations set the timetable for commencement across those dates, while ERA 2025, s 85 is expressly slated to take effect on 1 April 2026......
Employment Rights ( Increase of Limits) Order 2026, SI 2026/310 How have things altered?...
In this issue: Employment Rights Act 2025 Horizon ESG and sustainability: employment issues Pay Prohibited conduct Diversity and gender pay gap Maternity, parents and carers Employment Tribunals EU Law New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Employment Rights Act 2025 ( Enforcement) ( Consequential Amendments) Regulations 2026 SI 2026/302: Made to revise 14 instruments arising from Part 5 of the ERA 2025, these Regulations substitute references to the Gangmasters and Labour Abuse Authority ( GLAA) with the Secretary of State or Department for Business and Trade ( DBT) officers, and remove outdated entries from associated schedules and orders. They take effect on 7 April 2026. See LNB News...
The Court of Appeal declined to revive Seyi Omooba's claim against the Curve Theatre in Leicester, central England. The theatre barred her from portraying the lesbian role of Celie following controversy over a 2014 Facebook post in which she described homosexuality as 'sinful'. Justice Sarah Falk dismissed Omooba’s assertion that the 2024 refusal of permission to appeal conflicted with the Co A’s 2025 ruling in Higgs v Farmor’s School [2025] IRLR 368. In that matter, a Christian employee demonstrated she suffered discrimination after losing her job for sharing anti- LGBT social media content. Writing for a panel of three justices, Falk J said there was a 'sharp contrast' between the two cases when examining the 'reason why' each woman encountered unfavourable treatment. By comparison, in Higgs it was firmly established that her protected beliefs were linked to the treatment she received, Falk J...
In this issue: Employment Rights Act 2025 Immigration Pay Pensions Tax Maternity, parents and carers Data protection and employee information Industrial action Bribery, tax evasion and modern slavery Industrial Relations Law Reports ( IRLR)— April 2026 New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 Employment Rights Act 2025 ( Statutory Sick Pay) ( Consequential Amendments) Regulations 2026 SI 2026/210: The Regulations revise the Statutory Sick Pay ( General) Regulations 1982, SI 1982/894, and the corresponding Northern Ireland instrument, deleting mentions of waiting days and the lower earnings limit, so as to implement sections 10–13 of the Employment Rights Act 2025 ( ERA 2025), which abolish statutory sick pay waiting days and...
Leigh Day, acting for 24 migrant workers, said in a joint statement that the dispute has been resolved without Dyson accepting liability. The details of the agreement remain confidential. ‘ This outcome reflects the costs of litigation and the advantages of bringing matters to a close,’ the notice on the firm’s website stated. The 24 claimants, hailing from Nepal and Bangladesh, alleged they were trafficked from their homelands. They reported suffering exploitative, abusive labour and living arrangements whilst working for a third‑party supplier producing goods and parts for the Dyson Group, widely recognised for its vacuum cleaners. According to the workers, they were housed in cramped, unhygienic factory quarters and compelled to work in excess of 12 hours per day, for pay below the minimum wage......
How will the right to work regime be extended? Under the present right to work regime, employers are obliged to carry out checks on every employee to avoid civil penalties where someone is discovered to be working unlawfully. These penalties can reach £45,000 for a first breach, rising to £60,000 for subsequent breaches. If an employer knows, or has reasonable grounds to suspect, they are employing an illegal worker, further criminal exposure may arise, potentially extending to officers and directors. For sponsor licence holders, the Home Office expects right to work checks to be completed for all workers, contractors and self-employed individuals as part of meeting sponsor obligations. BSAIA 2025, s 48 broadens this obligation so it applies to every employer, whether or not they hold a sponsor licence, and it encompasses: workers who are not employees ...
In this issue: Employment Rights Act 2025 Status and worker categories Immigration Prohibited conduct Diversity and the gender pay gap Hybrid working Employment tribunals ESG and sustainability: employment issues New and updated content Dates for your diary Trackers Employment resources on Lexis+® Lex Talk®Employment: a Lexis®Nexis community Daily and weekly news alerts Employment Rights Act 2025 DBT launches consultation on protection from detriments for taking industrial action The Department for Business and Trade ( DBT) has opened a consultation concerning safeguards against detriment linked to participation in industrial action. Under the Employment Rights Act 2025 ( ERA 2025), workers gain fresh protections from employer-imposed detriments aimed at punishing, stopping or discouraging them from engaging in official industrial action. This consultation closes at 11.59 pm on 23 April 2026. See: LNB News...
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When evaluating a general damages claim, the practitioner ought initially to refer to the Judicial College Guidelines (JCG)...
This Practice Note This Practice Note reviews mechanisms used in settling litigation. A Tomlin order consists of a consent order paired with a schedule. It operates to stay proceedings on terms that have been agreed. The provisions contained in the schedule may remain confidential. This Practice Note describes the scope of confidentiality attaching to the schedule and sets out how it differs from a standard consent order. Sample wording for a Tomlin order is included, alongside links to precedents, as well as guidance on court approval. It also addresses varying, setting aside and enforcing a Tomlin order, including the considerations the court will take into account when handling applications for each. Further guidance is provided on interpreting and applying the relevant provisions of the CPR; however, some courts and divisions impose very specific requirements for both drafting and approval, and for approaching the schedule and confidentiality issues. Accordingly, you must consider the particular rules and court guide provisions in the forum where your claim is proceeding when drawing up the Tomlin order...
Date [ date ] Parties [ name of Landlord ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Landlord) [ name of Tenant ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Tenant) [ [ name of Guarantor ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Guarantor) ] [ [ name of Mortgagee ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Mortgagee) ] Definitions Within this Deed, the terms below shall be interpreted as follows: [ Annual Rent • the annual sum reserved under the Lease; ] [ Insurance Rent • the Tenant’s share of the Landlord’s costs of insuring the Property (as set out in the Lease); ] Lease • the lease of the Property dated [ date ], entered into between (1) [ the Landlord OR [ name ...
I, [ name ], of [ address ], solemnly and sincerely state that: [ Matters to be verified, set out in numbered paragraphs ] I make this solemn statement in good conscience, believing it to be true, and pursuant to the provisions of the Statutory Declarations Act 1835. DECLARED at [ details ] this [ day ] day of [ month and year ] Before me ................................................................................ [ signature of the person before whom the declaration is made ] A [ commissioner for oaths OR [ solicitor OR [ insert other qualification ] ] authorised to administer oaths ]...
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