Employment law
Employment law
Entering the UK market means navigating complex and evolving employment laws.
Understanding the nuances of UK employment law ensures compliance and offers strategic imperative. From statutory wage increases to changes in employer National Insurance Contributions, the legal framework governing employment in the UK is undergoing significant transformation. These developments can impact everything from payroll planning to workforce structuring and talent acquisition.
Employment laws are also deeply ingrained in national business culture. It’s important to remember that what may be standard practice in one country may be legally restricted in the UK. Cultural and legal due diligence is imperative before setting up operations.
While these challenges may seem daunting, they also present opportunities. Complying with the regulatory environment can build a competitive and resilient UK workforce.
The Restoring Control whitepaper
In May this year, the government published the Restoring Control whitepaper. It proposes changes which make moving and settling in the UK more challenging, impacting which jobs overseas workers can be recruited for and the rules governing visas and sponsorships.
This whitepaper doesn’t alter the law by itself, but it explains the changes the government will seek to make in future. It’s important to take advice on these changes to ensure your company remains legally compliant as the laws around overseas workers evolve.
The eight proposals laid out in the whitepaper are:
- Fewer eligible jobs: The list of roles that can be sponsored for a Skilled Worker visa is being cut down.
- Ban on overseas care workers: Employers can no longer sponsor social care workers from abroad.
- University fee levy: The government may charge universities a levy on income from international student fees.
- Tougher student visa rules: Universities will face stricter checks to keep their licence to sponsor international students.
- Shorter Graduate visa: International students will only be able to stay and work for 18 months after graduating (down from 2 years).
- Stricter English rules: Higher language test standards, and partners of visa holders, must now speak basic English.
- Longer wait for settlement: Most migrants will need 10 years (up from 5) to qualify for permanent residence.
- Easier entry for top talent: The UK is making it simpler for highly skilled migrants to come via routes like Global Talent and High Potential.
How can we help?
Employment law
Employment law issues can become costly, time-consuming and stressful if you don’t handle them quickly. With our help, you can develop the right policies to ensure legal compliance and proactively resolve problems before they grow. We cover:
- Comply with the latest employment legislation
- Transform a specific part of your business and advise on the employment implications
- Prevent and resolve employment disputes
- Limit reputational damage and protect confidential information
- Draft, review, or update contracts and policies
- Bring skilled workers into your business from outside the UK.
How can we help?
Employment law
Our employment solicitors can advise you on all aspects of personal and professional employment law. We can also help if you’re facing a dispute at work, and help you enforce your employment rights. We cover:
- Contracts
- Disputes
- Discrimination
- Dismissal and redundancy
- Workplace harassment
- Settlement agreements
- Whistleblowing.