Insightful blogs on employment law, immigration, and workplace HR matters. Stay informed, compliant, and create a thriving work environment.
The hospitality sector faces a unique combination of employment law and immigration challenges. High staff turnover, irregular hours, tipping obligations, a heavy reliance on overseas workers, and a workforce spanning employees, workers, and agency staff all under significant cost pressure create a complex compliance environment. The April 2026 changes have added further layers of risk. […]
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Discrimination claims remain one of the most serious areas of employment tribunal risk for UK employers. Unlike unfair dismissal, compensation is uncapped. A successful claim can easily reach six figures and in cases involving injury to feelings within the higher Vento bands, awards can be significantly higher. With the With the Employment Rights Act 2025 […]
In 2025, the Home Office revoked 3,100 sponsor licences, the highest annual figure since the sponsorship system was introduced. In the final quarter of 2025 alone, the number of revocations tripled compared to the previous quarter. This reflects a deliberate and sustained intensification of enforcement activity that shows no sign of slowing in 2026. Why […]
If you run a care home, a healthcare agency, or any business in the health and social care sector, 2026 is bringing a wave of changes that you need to be ready for.
If your business is based overseas and you are thinking about expanding into the UK, the UK Expansion Worker visa could be the route that gets you there.
Since 8 January 2026, overseas workers applying for a Skilled Worker, Scale-up, or High Potential Individual visa must prove their English at B2 level.
The 12-week protection limit for striking workers is gone. If you dismiss someone for taking part in lawful industrial action, it is now automatically unfair — no matter how long the action lasts.
When is a Skilled Worker visa curtailed? A sponsored worker’s Skilled Worker visa may be cancelled (“curtailed”) by the Home Office where: the individual is dismissed or resigns and sponsorship ends; the sponsor’s licence is revoked or surrendered; or other cancellation grounds apply (for example criminality, deception or breach of conditions).
Employer alert: Having good reasons to dismiss isn’t enough Many employers believe that if they have solid grounds to dismiss an employee—such as poor performance, misconduct, or redundancy—they can simply let that person go.
Strategic advice for UK employers hiring overseas workers The rules around settling permanently in the UK have changed significantly, and if your business recruits international talent, you need to understand what this means for your workforce planning.
