From 1 December, the Acas early conciliation period was extended from six to twelve weeks. The intention was clear: to ease growing administrative pressures on Acas at a time of rising demand. But while the extension may give Acas more breathing space, it raises a broader question for employers
Section A: What is Indefinite Leave to Remain? Indefinite Leave to Remain (ILR) is a form of settlement under the UK Immigration Rules, allowing a person to live, work and study in the UK without time restriction. ILR allows individuals to live, work and study in the UK indefinitely wi
‘Six students from Sudan and Afghanistan have accused the home secretary of racial discrimination and launched legal action to try to overturn a ban on them taking up university places in the UK.’ Full StoryThe Guardian, 23rd March 2026Source: www.theguardian.com
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‘Since 11 November 2025, the UK Home Office has introduced Part Suitability into the Immigration Rules, replacing the previous Part 9. This framework now underpins nearly every immigration route, including work, study, family, and settlement applications. Its purpose is to provide a consistent
‘Introducing artificial intelligence (AI) into tribunals should be “the next phase” of the HM Courts and Tribunal Service (HMCTS) reform programme, the Administrative Justice Council (AJC) has said.’ Full StoryLegal Futures, 19th March 2026Source: www.legalfutures.co.uk
On March 11, 2026, Washington state Governor Bob Ferguson signed a law prohibiting employers from requiring employees to have tracking chips implanted beneath their skin as condition of employment. Washington now joins Arkansas, California, Missouri and ten other states which have passed similar law
Section A: UK Visa Fee Increases April 2026 The Home Office has confirmed UK visa fee increases will take effect from 8 April 2026. The changes will affect both employers and applicants, with most application fees rising across work, study and settlement routes. From 8 April 2026, spon
Managing employee absence is one of those HR areas that many businesses quietly muddle through without ever formalising. A quiet word here, a welfare chat there, perhaps a letter when things become persistent. For smaller employers, this informal approach has often felt adequate. April 2026 changes
The Employment Rights Act 2025 is the most significant overhaul of UK employment law in a generation. Passed in December 2025, it introduces a wide range of new rights for workers and new obligations for employers across statutory sick pay, family leave, trade union relations, harassment prevention,
