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- Type:
- How to
On 20 May 2026, the Home Office amended its guidance for sponsors, reversing previous guidance it had issued on 6 March 2026, which appeared to require sponsors to check the right to work of all workers they engage, including those they do not employ directly. The new guidance confirms that checks on workers who are not direct employees are currently only required if they are sponsored by the employer. The right to work check regime will extend to a broader category of workers from 1 October 2026.
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- Date:
- 15 May 2026
- Type:
- Podcasts and webinars
Employment law expert Darren Newman breaks down one of the most significant reforms contained in the Employment Rights Act 2025: the reduction in the qualifying period for protection from unfair dismissal from two years to six months. This is a change HR can't afford to ignore.
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- Date:
- 6 May 2026
- Type:
- Survey analysis
For many UK employers in 2026, headcount is holding steady. But among those planning to grow, hiring is appearing targeted and deliberate. The Brightmine recruitment research explores hiring intentions, workforce priorities and the challenges facing recruitment in 2026.
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- Date:
- 6 May 2026
- Type:
- Commentary and insights
As skills shortages persist and roles evolve, employers are rethinking what "qualified" really means. The latest Brightmine research examines the rise of skills-based hiring and how organisations are putting it into practice.
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- Type:
- How to
This guide has been reviewed and updated with further detail, including confirmation that permitted weekly working hours must not be averaged out and further detail on managing working hour restrictions for research students without clearly defined vacation periods.
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- Type:
- Employment law guide
The recent case of Kankanalapalli v Loesche highlights the importance for HR professionals of distinguishing between conditions precedent and subsequent when making job offers. Employers should review offer letters to ensure that conditions are clearly framed as conditions precedent where appropriate, with a statement that the offer may be withdrawn if those conditions are not met.
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- Type:
- Quick reference
From 6 April 2026, employers must keep records that are “adequate” to show compliance with statutory annual leave and holiday pay entitlements, including carried-over leave.
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- Type:
- How to
Important changes under the Employment Rights Act 2025, including the right of trade unions to access workplaces and employer liability for third-party harassment are due to come into force on 30 October 2026.
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- Type:
- Employment law guide
The PVG membership "lifetime" status comes to an end on 1 April 2026. This is replaced with a limited time membership which must be renewed every five years to ensure that eligibility and suitability for regulated roles are regularly reviewed and remain current.
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- Type:
- Legal timetable
Fees payable to the Home Office when recruiting and sponsoring foreign nationals increase on 8 April 2026.