187 reasons to take a closer look at leasehold reform

Terraced houses in brick stand in a row, featuring black doors and white-framed windows. A street lamp with hanging flowers sits in front, and a sign reads "Shouldham Street W1".

The draft Commonhold and Leasehold Reform Bill has generated extensive engagement across a broad cross-section of the property sector, reflecting both the scale of the proposed reforms and their impact on a wide range of stakeholders. 187 written submissions were received by the government, in response to its consultation. While most stakeholders welcome the concept of leasehold reform, the responses from leaseholders, institutional investors, pension funds, developers, lenders and housing associations raise legitimate concerns about a hasty move to commonhold and they challenge the government’s proposed policy on a number of grounds.

Leaseholder criticism

Some of the most significant criticism of the draft Bill comes, rather unexpectedly, from the very group that the reforms are designed to support: leaseholders themselves. While the direction of travel towards commonhold is appreciated, there is a strong consensus that the draft Bill falls short of addressing the real source of leasehold harm, namely entrenched power imbalances – focusing on symptoms rather than the underlying problem. They argue that current proposals overlook the operational, governance and systemic changes required to make commonhold work in practice, and call for the draft Bill to be significantly strengthened to address this.

Some leaseholders are also concerned that they will have less security under commonhold than they do now. They state that moving to a commonhold system creates “unacceptable uncertainty” because the rights and obligations attached to a commonhold unit can be changed by a majority vote, in stark contrast to having a long leasehold with a share of freehold, which provides fixed, reliable contractual terms. Additionally, with only an 80% vote needed to terminate a commonhold, leaseholders argue that the new framework undermines the principle of perpetual freehold ownership.

Avoiding a two-tier market

A general criticism is that the proposals risk creating a two-tier market in which commonhold is seen as superior and leasehold properties become harder to sell or mortgage. This is because the draft Bill is seen as prioritising future commonhold developments while offering no practical, affordable or time-bound route for existing leaseholders who could be left trapped. Lenders share these concerns, warning that mandating commonhold could destabilise the mortgage market, slow transactions and create “mortgage prisoners” unless the sector is given time to adapt.

Some have raised concerns that, while the government promotes greater leaseholder control, it continues to impose increasingly heavy regulatory burdens that risk making self management unworkable. They argue also that the complex – and at times fractious – realities of communal living are often overlooked. Lenders are also concerned about the challenge of shifting building safety liabilities onto inexperienced commonhold associations.

How to solve a problem like the ground rent cap

One of the most contentious aspects of the proposals is the cap on ground rents – an area in which stakeholders appear united only in opposition, albeit from fundamentally different perspectives.

In light of the Competition and Markets Authority’s finding that there is no persuasive evidence that ground rents are legally or commercially necessary, leaseholders have questioned the rationale for the preservation of the capped rents until 2068, arguing that this still leaves leaseholders paying “money for nothing”, benefitting developers and freeholders while offering no meaningful relief to leaseholders already under financial pressure. They believe any residual ground rent will distort the market and create another two-tier perception, with buyers avoiding affected flats in favour of newer, rent-free alternatives.

Landlords and pension funds, predictably, continue their strong opposition to the ground-rent cap altogether, arguing that this move retrospectively rewrites freely negotiated contracts without fair compensation. The unindexed, blanket rate of £250 is seen as arbitrary and disproportionate, particularly for high-value properties, while the cap could also trigger loan covenant breaches, insolvencies and corporate failures, undermining long-term building management, safety obligations, insurance arrangements and remediation works.

Over the longer term, landlords are concerned that the proposals in the draft Bill may undermine market confidence and damage the UK’s reputation for legal certainty. Pension funds argue this point even more strongly, stating that the cap could trigger a major transfer of value away from pension beneficiaries, wiping value from ordinary workers’ retirement savings.

Ironically, those who have already collectively purchased their freehold interests (the very thing the government is trying to encourage) could also be worse off. For tenants who have already collectively enfranchised and paid to acquire the ground rents of non-participating flats, the ground-rent cap will have significant unintended consequences – drastically reducing the value of their investments, and thereby unfairly penalising affected leaseholders for their proactivity. These groups caution that the draft Bill could threaten the financial solvency and functionality of leaseholder-owned freehold companies, and call for policymakers to fully consider the impact on such entities before legislating.

Finally, there is strong concern – raised by legal practitioners – that the proposed £250 ground-rent cap is a blunt instrument that may be challenged on human-rights grounds. The new framework fails to adequately distinguish between reasonable and problematic ground rents, inequities across regions and negotiated “quid pro quo” arrangements. They call for more targeted, evidence-based reform rather than an indiscriminate market-wide cap.

Forfeiture and building safety

Forfeiture also divides opinion among stakeholders. Managing agents caution that, although forfeiture is used in only 0.02% of cases and operates largely as a deterrent, abolishing it without a strong replacement mechanism may severely weaken service-charge recovery. They are concerned that this could extend arrears timelines, increase costs for compliant leaseholders, and undermine building safety – meaning that a reform meant to protect leaseholders may in theory leave them worse off.

Unsurprisingly, leaseholders criticise the proposed replacement for forfeiture as “forfeiture by another name” and claim that the alternative does not meaningfully rebalance their rights.

So what do all these groups want to see from a new framework?

The short answer is: a lot, and not all of it is aligned. To increase the successful adoption of any new framework, stakeholders argue that the practical implementation of commonhold must be more fully developed, with a focus on realistic participation thresholds, lower enfranchisement costs, and stronger disclosure and enforcement mechanisms, alongside the regulation of managing agents. Some also argue that commonhold will only work if developments are allowed to design their own governance rules rather than being forced into a one-size-fits-all template – in order to ensure that any new framework reflects the often challenging realities of neighbours living together.

To avoid the emergence of a two-tier market, stakeholders note that any policy changes need to benefit both new commonhold and current leasehold homes. As such, the draft Bill must provide clear pathways to remove existing practical barriers to commonhold conversion, while allowing the property industry time to adapt to these significant changes. Some respondents favour a phased approach over the next seven to 10 years, beginning with a move to commonhold for new-build flats, followed by a carefully designed conversion process for existing stock. That phased implementation, they say, should be supported by updated lender and insurer guidance and crucially, targeted training. Taking a slower but more assured approach is more likely to imbed lasting cultural and educational change, and better serve those the new system is intended to protect.

Finally on ground rents, the government will have its work cut out to marry such opposing viewpoints. Leaseholders want a removal of the 40-year sunset clause while landlords are calling for an indexing of the cap with certain exemptions, giving weight to the old adage that a good compromise is one where no one is happy.

As Labour’s drive to end what it characterises as the “feudal” leasehold system continues to pick up pace, these submissions represent compelling considerations that the government will need to address when bringing forward any forthcoming legislation. Without recalibration, the draft Bill risks entrenching the very inequities it seeks to dismantle: destabilising the market it is intended to improve and leaving leaseholders no closer to meaningful relief.

This article was originally published in Estates Gazette, read here.

Student lettings – key changes under the Renters’ Rights Act 2025 and an important 31 May deadline

Terraced houses in brick stand in a row, featuring black doors and white-framed windows. A street lamp with hanging flowers sits in front, and a sign reads "Shouldham Street W1".

Traditionally, the student letting market has (unsurprisingly) operated by reference to the academic year. Landlords would typically secure tenants in the latter part of the autumn term for occupation in the following academic year, granting assured shorthold tenancies for fixed terms ending at the close of the summer term. Where tenants failed to vacate, landlords were able to rely on section 21 “no fault” notices to recover possession through the courts if required.

The Renters’ Rights Act 2025 significantly alters this position. In particular, the abolition of fixed-term tenancies and section 21 notices means that tenancies will no longer come to an end on a specified date. Instead, they will continue on a periodic basis (typically monthly) unless brought to an end by the tenant or by the landlord establishing a statutory ground for possession. While the legislation recognises the challenges this creates for the student letting market, and introduces some targeted measures intended to assist landlords with forward planning, those measures are limited in scope and subject to strict conditions and tight notice requirements.

The key dates relevant to the current academic year are set out below.

Purpose-built student accommodation (PBSA) under the Renters’ Rights Act

Prior to the Act coming into force, accommodation let by specified educational institutions fell outside the assured tenancy regime, with the result that those occupancies were not subject to the statutory framework governing assured tenancies.

Under the new rules, this position is extended to certain purpose-built student accommodation. However, the exemption will only apply to tenancies granted after 1 May 2026 and where the landlord or managing agent is a member of a government‑approved code of practice. The relevant approved codes are currently:

  • the ANUK/Unipol Code of Standards for Larger Developments for student accommodation managed and controlled by educational establishments (dated 5 September 2024); and
  • the Universities UK/GuildHE Accommodation Code of Practice for Student Housing (dated 11 March 2025).

Where the exemption applies, tenant protections will derive from the relevant code of practice and the Protection from Eviction Act 1977.

Private sector student HMOs and the new Ground 4A

The new Ground 4A

Students renting in the private sector (for example, HMOs shared in typically in a second or third year) will generally fall within the new assured periodic tenancy model. To address this, in addition to the ground available to all landlords, the Act introduces a new mandatory possession ground (Ground 4A) for student HMOs.

Ground 4A is designed to allow landlords to recover possession at the end of the academic year, provided that:

  • the property is an HMO;
  • all tenants meet the “student test” when the tenancy is granted (read more);
  • tenants are given advance written notice (before the tenancy starts) that the landlord may rely on Ground 4A;
  • the tenancy is not granted more than six months before the student moves in;
  • at least four months’ notice is served; and
  • the notice expires between 1 June and 30 September, with the landlord intending to re‑let to students for the next academic year.

Ground 4A is likely to be a useful tool for landlords seeking to recover possession in time for the start of the next academic year. However, it introduces a more structured and administratively demanding process than many landlords will be used to.

In particular, landlords must:

  • serve advance written notice of their intention to rely on Ground 4A; and
  • serve a possession notice within the prescribed time window.

In addition, if the tenant does not vacate voluntarily, a court order will be required. Landlords may therefore wish to factor likely court timescales into the timing of their possession notice.

Ground 4A also has implications for established letting practices. The current market norm is to secure tenants in November/December for the following academic year. However, Ground 4A is only available where the tenancy is entered into less than six months before the tenant’s occupation begins. Landlords wishing to rely on this ground will therefore need to adjust their letting cycles and plan for a significantly later sign-up date.

Tenants’ notice

Another important consideration for student landlords is the tenant’s ability to terminate. Under the new regime, tenants can bring a tenancy to an end at any time by giving at least two months’ notice.

This is particularly significant in the context of joint tenancies, which are common in the student market. Notice served by a single joint tenant will be sufficient to terminate the tenancy as a whole. This increases the risk of tenancies ending earlier than anticipated and may lead to practical difficulties where remaining occupiers have not secured alternative accommodation and are unwilling to absorb any additional costs associated with continuing occupation.

Transitional arrangements – action required by 31 May 2026

To help avoid disruption for the 2025/2026 academic year, the Act introduces temporary, more flexible transitional arrangements, but these are only available if landlords act promptly.

  • PBSA providers who expect to qualify for the exemption after 1 May 2026 can rely on a transitional version of Ground 4A in respect of any pre -1 May 2026 tenancies. This allows for two months’ notice, expiring on any date, provided tenants are notified of the landlord’s intention to rely on this ground by 31 May 2026.
  • Student HMO landlords can also use a relaxed transitional Ground 4A, with a two‑month notice period expiring between 1 June and 30 September 2026, again subject to notifying tenants by 31 May 2026.

Failure to meet this deadline means these transitional rights will not be available.

Please note that landlords of student tenants who were occupying under assured shorthold tenancies prior to 1 May 2026 will also have to serve the Information Sheet on their tenants by 31 May 2026. Our update here considers this in more detail.

If you’d like to discuss how these changes affect your student accommodation portfolio, or need help preparing notices and updated tenancy documents ahead of 31 May 2026, please get in touch.

Renters’ Rights Act: Impact on student tenancies

Renting as student is a big life moment – and it works best when everyone understands the rules. Students want safe, secure places to live, while landlords want clarity, consistency and responsible tenants. In this episode, Anna Mullins, Nicola Copsey and Jeanette Harris take a practical look at what the Renters’ Rights Act is trying to achieve and why it matters in the student rental market. They explore how the Act aim to improve standards across the private rented sector, encourage longer term stability and create a fairer framework for all. Whether you’re a student renting for the first time or simply want to understand how the law is shaping the future of renting, tune in to find out what the Act really means in practice.


A tenant meets the student test when a tenancy is entered into if:

(a) the tenant is a full-time student at that time, or

(b) at that time, the landlord reasonably believes that the tenant would become a full-time student during the tenancy.

In a case where two or more persons are or would be the tenant, the tenant does not meet the student test unless all of those persons meet that test.

Renters’ Rights Act hub

The Renters’ Rights Act 2025 (the Act) received Royal Assent on 27 October 2025 and fundamentally changes the law relating to residential tenancies.

Find out more

Navigating the Employment Rights Act 2025

Last updated 13 May 2026 – updated to reflect new developments which provide more clarity on when we can expect changes to time limits to come into force.

The Employment Rights Act 2025 (Act) received Royal Assent on 18 December 2025. Changes will come into force in stages over 2026 and 2027 and we are still awaiting further detail around some of the higher-impact provisions. This briefing is designed to give you a high-level overview of the key changes and some general guidance on steps you can sensibly take to prepare. If you wish to download this briefing as a PDF, click here.

Note that changes affecting only specific sectors or types of organisation are not dealt with in this briefing. This includes changes to public sector outsourcing and collective bargaining, changes affecting ships’ crews and changes to the rules applicable to tipping.

Key changes and practical action points for employers:

Workforce management

Unfair dismissal

The Act reduces the current two-year qualifying period for unfair dismissal to six months and removes the cap on compensatory awards. The changes will affect dismissals taking effect on or after 1 January 2027 – they will therefore apply to hires before this date and, depending on the circumstances, dismissals initiated before the end of the year. The changes will put pressure on hiring and probation processes, as it will become more important to get hiring right and deal with any issues early – before employees obtain unfair dismissal protection, which will increase the cost and risk of termination. They will also put more pressure on employers to manage terminations fairly throughout the employment relationship, to limit the exposure to increased compensation demands in light of the removal of the compensation cap.

Actions:

  • Review hiring and probation procedures and make targeted enhancements and train managers.
  • Update probation policies and contractual wording.
  • Audit performance management and disciplinary procedures and consider any necessary enhancements or additional manager training.

Flexible working

The Act strengthens flexible working provisions by providing that employers may refuse flexible working requests on existing permissible grounds only where it is reasonable to do so. Refusals must state the ground for refusal and explain why refusal on that ground is reasonable. In due course, there will also be new regulations to prescribe a ‘light touch’ consultation process to meet existing consultation requirements where flexible working requests are refused. Employee claims for failure to comply remain capped at eight weeks’ pay, though there are of course wider risks attached to mismanaging flexible working requests and the changes will likely drive increased scrutiny of employers’ reasons for refusing requests. Changes are expected to take effect in 2027.

Actions:

  • Once we have clarity on the prescribed consultation process, review and update policies and procedures for managing flexible working requests and train managers.

Statutory sick pay (SSP)

Effective 6 April 2026, both the waiting period and the lower earnings limit for SSP have been removed. SSP is payable at the lower of the prescribed rate or (for low earners) 80% of normal earnings.

Actions:

  • Ensure that, where necessary, changes are implemented and SSP is paid correctly.
  • Update sickness absence policy and contract wording.

Family leave rights

Effective 6 April 2026, statutory paternity and parental leave have become day 1 rights and paternity leave entitlements, previously extinguished by taking shared parental leave, will now be preserved. Further changes are expected in 2027, including, firstly, to extend existing parental bereavement leave to cover a wider range of bereavement situations and, secondly, to introduce enhanced dismissal protections that will apply during and after pregnancy and maternity leave (and other core family leave).

Actions:

  • Update relevant family leave policies to reflect the 6 April 2026 changes.
  • Keep a watching brief on further developments in relation to enhanced dismissal protections.

Working time records

From 6 April 2026, all employers are now under a legal obligation to keep adequate records to demonstrate compliance with holiday and holiday pay rules, which will need to be maintained for a minimum of six years. Non-compliance is be a criminal offence, punishable by a fine. The new Fair Work Agency (see below) will be responsible for enforcement.

Actions:

  • Audit current HR record-keeping to understand existing processes and make any necessary changes to ensure compliance.
  • Ensure record retention policies are appropriate.

Equalities law

Duty to take all reasonable steps to prevent sexual harassment

The Act will enhance the existing duty to take “reasonable steps” to prevent sexual harassment in the workplace, requiring employers in future to take “all reasonable steps”. Failure to comply does not create a standalone claim, but may result in an uplift of up to 25% on compensation awarded in a successful discrimination or harassment claim. The change will make uplifts more difficult to defend and therefore potentially increase exposure in relation to discrimination and harassment claims more generally. It is expected to come into force in October 2026. The government has indicated it will pass secondary legislation setting out what steps will be considered reasonable, but these regulations are subject to consultation and are not expected until 2027/2028. In any event, any guidance is likely to be high-level and to prescribe a floor, and the government has been clear that what is reasonable depends on the individual circumstances of each employer.

Actions:

  • Review existing measures to prevent sexual harassment, consider what has worked and what hasn’t and update your prevention framework as necessary.

Protected disclosures relating to sexual harassment

From 6 April 2026, the concept of a ‘qualifying disclosure’ for the purposes of whistleblower protection has been expanded to include disclosures relating to sexual harassment. Practical impact is likely to be limited.

Actions:

  • Update your whistleblowing policy to reflect the change.

Third-party harassment

The Act will reintroduce employer liability for third-party harassment of employees in the course of employment, unless (mirroring the duty to prevent sexual harassment) the employer has taken “all reasonable steps” to prevent such harassment. Claims will give rise to the same remedies as ordinary harassment claims. This is a significant new source of exposure, as businesses have limited control over the actions of third parties and seeking to control third-party behaviour (for example by clients or customers) can be commercially sensitive. If you operate in a sector where employees regularly interact with third parties, your business will be particularly affected. The change is expected to come into force in October 2026.

Actions:

  • Carry out a risk assessment and create an action plan.

Transparency

Employers with 250 or more employees will be required to publish equality action plans describing steps they are taking to address their gender pay gap and support employees going through the menopause. Reporting will be voluntary from 6 April 2026, with mandatory reporting from 6 April 2027. Employers will also be required to publish information about service providers contracted for outsourced services, likely from 2027. The new transparency requirements are expected to be enforced through ‘naming and shaming’ of non-compliant employers.

Actions:

  • Assess whether your organisation is affected.
  • Consider what information is already published in narratives accompanying gender pay gap reports and what additional reporting will be necessary.

Transformation

Collective redundancy

From 6 April 2026, the maximum protective award for failure to comply with collective consultation obligations has doubled, from 90 days’ pay per affected employee to 180 days’ pay. Separately, the Act will introduce a new trigger for collective consultation, which will sit alongside the existing trigger of proposing 20 or more redundancies at one establishment. The new trigger will look at the number of redundancies proposed across establishments, in the business as a whole. The government is consulting on the details, but we expect the new threshold will be an absolute number (rather than a percentage), and at least 250. The new trigger is expected to come into effect in 2027.

Actions:

  • If you are planning a reduction in force, take advice to ensure consultation requirements are fully met in light of increased exposure.
  • Assess the impact on your business of a new cross-establishment threshold and, if you may be affected, consider what systems you have in place to track redundancy proposals across the business.

‘Fire and rehire’

The Act introduces new rules that will effectively rule out ‘fire and rehire’ as a viable strategy for effecting changes to pay, hours and holiday provisions. Dismissals aimed at forcing changes of terms in these areas will be automatically unfair, subject only to a narrow exemption where the employer is in severe financial difficulty. With the removal of the cap on unfair dismissal awards, this will create significant exposure. The changes are expected to take effect in January 2027.

Actions:

  • Take advice if you are considering any changes to contractual terms.
  • Assess whether it may be worth seeking to complete any change programmes before the changes take effect – but note that ‘fire and rehire’ is high risk, even under the current regime.

Atypical working

Umbrella companies

The Act brings umbrella companies under the regulatory framework applicable to “employment businesses” (essentially, agencies) and makes provision for that framework to be adapted. Changes are expected to come into effect in 2027. You should take advice on how the changes may affect you, if you use umbrella companies.

Zero- and low-hours contract workers

In future, employers will be required to offer guaranteed hours contracts (which reflect hours actually worked over a reference period) to workers working on zero- or defined low-hours contracts. Depending on the circumstances, guaranteed hours offers will need to be repeated continuously until the worker no longer meets eligibility criteria. The rules will extend to agency workers (subject to carve-outs, which will be defined in secondary legislation) and there are no exemptions in relation to seasonal workers. The new rules will place a considerable administrative burden on businesses using workers engaged on flexible terms, and will particularly affect strongly seasonal businesses. Much of the detail remains to be confirmed, and the changes are expected to take effect in 2027. Compensation for claims for failure to comply with these obligations will be capped, but it is not yet clear where that cap will be set.

Actions:

  • Assess the potential impact on your business; the changes are complex – take advice if you think you may be affected.
  • If your business is likely to be affected, assess whether resourcing strategies remain appropriate or whether changes are needed.

Shifts

The Act introduces a duty to give workers who meet certain criteria (including zero-hours workers) reasonable notice of scheduled, rescheduled or cancelled shifts. It also makes provision for workers to be compensated where shifts are cancelled or rearranged at short notice. The duty will extend to agency workers, with responsibility for giving reasonable notice shared between agency and end-user, though responsibility for compensating workers for cancelled or rearranged shifts will sit with the agency. Workers can enforce their rights through Employment Tribunal claims, but awards will be capped at a level set out in secondary legislation. The requirements can be varied or excluded in a collective agreement with an independent trade union. Further detail on the operation of the provisions will be provided in secondary legislation and changes are expected to come into effect in 2027.

Actions:

  • Assess impact and take advice on next steps if you think your business may be affected.

Disputes and enforcement

Fair Work Agency (FWA)

The Act creates the FWA, which was formally constituted on 7 April 2026 and which, going forward, will be responsible for enforcing key employment rights, including SSP, holiday pay and minimum wage. It will take over the existing enforcement functions of other bodies charged with employment law enforcement. The FWA will have broad investigative and enforcement powers. Commentators have suggested this marks a fundamental cultural shift in enforcement, from reliance on individual workers enforcing their rights through Tribunal claims to more state-led enforcement. The practical impact for employers will depend on the FWA’s resourcing and on the enforcement strategy that emerges as it beds in, but large employers in particular can expect increased scrutiny especially around minimum wage and holiday pay compliance.

Actions:

  • Carry out a compliance audit in relation to key employment rights, including minimum wage and holiday pay (see also Working time records, above).

Time limits

The time limit for bringing claims in the Employment Tribunals will increase from three months to six months. The government has stated that it will not take effect before October 2026 – recent developments suggest that we can now expect a 1 October 2026 start date. The change may result in an increase in claims as employees will have more time to consider their position and take advice, though, on the positive side it will also create a longer settlement window. No action required.

Non-disclosure agreements (NDAs)

The Act introduces restrictions on the enforcement of NDAs relating to harassment and discrimination in the workplace. These will be void, unless they meet certain conditions which the government will set out in secondary legislation. The changes are expected to come into effect in 2027, and the government has been clear that they will not apply retrospectively. Depending on where the government lands in relation to the conditions for an NDA to be enforceable, the new rules may alter the dynamics of disputes and settlement discussions involving discrimination or harassment allegations. No action required, but it is worth keeping a close watching brief on these changes.

Trade unions

The Act makes wide-ranging changes to industrial relations law, including repealing minimum service levels legislation introduced by the previous government, simplifying union recognition processes and providing new rights of access to unions, creating a simpler and more union-friendly process around industrial action and extending protections for workers taking part in industrial action. The changes are being phased in over 2026/2027. Employers should note in particular that unions will benefit from new access rights, to be introduced in October 2026. Rights of access will apply to employers with 21 or more employees, and will apply even where the union has no members among an employer’s workforce. There are strict procedural requirements (and strict timelines) to managing access requests and the CAC can step in and impose access agreements where employers and unions do not reach agreement. All employers should also note the introduction of a new duty to inform workers of their right to join a trade union, also expected to be effective in October 2026. The details will be confirmed in secondary legislation, and the duty will be enforced in the same way as the duty to give written particulars of certain matters in or with the employment contract.

Actions:

  • Keep a watching brief on the duty to inform workers of their right to join a trade union and, once we have more clarity, update your documentation and processes accordingly.
  • Always take advice immediately if you are approached by a trade union about access or recognition, as access and recognition processes involve fixed timetables and you may need to act quickly.

How we can help

Our Employment and Partnerships team can support you in navigating these changes, assessing their impact on your organisation and putting in place a practical, proportionate action plan.

Navigating the Employment Rights Act 2025

This fact sheet is designed to give you a high-level overview of the key changes and some general guidance on steps you can sensibly take to prepare.

Download our PDF factsheet

Upwards only rent review ban: What is caught and when

Skyscrapers rise into a cloudy night sky, their windows glowing with interior lights. Nearby buildings reflect on the glass surface, creating an urban atmosphere.

With the English Devolution and Community Empowerment Act 2026 (the “Act”) having received Royal Assent, we have summarised the key provisions and set out various hypothetical lease scenarios to indicate whether or not the ban pursuant to the Act will apply. We have also put together a table which gives more detailed analysis of whether, and when, each transaction type is caught by the ban.

Executive summary

  • The Act is not yet in force. It is expected to come into force at some point during 2027.
  • Leases granted before the Act is passed will not be caught, save for options to renew and agreements for renewal leases which are entered into on or after 17 March 2026, as discussed further below.
  • Open market and index linked rent reviews will still be permitted, but the upwards only element of rent reviews is removed by the Act.
  • Initial guidance from the Ministry of Housing, Communities and Local Government is that rent can be reviewed to the higher of two references (e.g. the higher of open market and index linked rent) provided that the review is not upwards only.
  • Stepped rents will be allowed as these are fixed amounts known at the grant of the lease.
  • The position on caps and collars is not provided for in the Act and we expect this to be subject to government consultation.
  • The Act contains anti-avoidance provisions meaning that (for example) side letters with rental top ups should the rent decrease on review will not be valid. Leases also cannot contain provisions stating that only the landlord can trigger the rent review. Tenants will be allowed to trigger the rent review even if this is not provided for in the lease.
  • The Act will also catch underleases granted once the Act is in force, meaning that provisions in leases obliging underleases to contain upwards only rent reviews will not be enforceable.

Example scenarios

  1. Lease completed 8 May 2026 with a new tenant. This is not caught as it was entered into before the ban came into force.
  2. Lease completed 8 May 2025 with option to renew. Neither the lease nor the subsequent renewal lease will be caught as they are not caught by the pre-commencement provisions which apply from 17 March 2026 onwards.
  3. Reversionary lease to tenant completed 8 May 2026. This will not be caught as it was entered into before the ban has come into force.
  4. Agreement for lease with a new tenant entered into 8 May 2026, and the lease completed 1 December 2026 (assuming the ban came into force in 2027). This is not caught as the agreement for lease is with a new tenant and is therefore not subject to the 17 March 2026 date, and it was entered into pre ban.
  5. Agreement for lease with a new tenant entered into 1 December 2026, the lease completes 1 June 2027 (assuming the ban has come into force). Despite being granted post ban, the lease will not be caught as the agreement for lease was entered into before the ban came into force, and is with a new tenant and therefore not subject to the 17 March 2026 date.
  6. Agreement for reversionary lease (with existing tenant) entered into on 1 February 2026. This is not caught as it was entered into before 17 March 2026.
  7. Agreement for reversionary lease (with existing tenant) entered into on 1 May 2026. This was entered into post 17 March 2026 and so the Act will apply. The subsequent lease will not be caught by the ban on upwards only rent reviews if it completes before the ban comes into force, but will be caught if it completes afterwards. There is uncertainty around whether the day one rent review under the reversionary lease will be caught regardless of when it is entered into. See our comments at point 4 of the table below.
  8. Lease granted 1 February 2026 and underlease granted 1 May 2026. Neither the lease nor underlease will be caught by the ban as both were granted before the Act came into force.
  9. Lease granted 1 February 2026, underlease granted 1 January 2028. Assuming that the ban has come into force during 2027, the underlease will be caught as it was entered into post ban. The lease will not be subject to the ban as it was entered into before the ban came into force. You will therefore have a lease with upwards only rent reviews, and an underlease that must provide for upwards/downwards review. The provisions in the lease requiring the underlease to have substantially the same rent reviews will not be enforceable.

Next steps

We are awaiting the government consultation on caps and collars, along with hoped for guidance on the points of uncertainty that we have highlighted, and will keep you updated once we have further details.

This note follows our earlier update on the Act receiving Royal Assent and provides a more detailed look at when the ban will apply in practice, read here.

If you would like more information on this note, or have a question relating to a particular transaction, please speak to your usual Forsters contact who will be happy to review and advise further.

Ban on upwards-only rent reviews receives Royal Assent

Skyscrapers rise into a cloudy night sky, their windows glowing with interior lights. Nearby buildings reflect on the glass surface, creating an urban atmosphere.

The English Devolution and Community Empowerment Act (the Act), which contains the ban on upwards only rent reviews, has now received Royal Assent. The ban is not yet in force as we await regulations to set a date for implementation, which we expect to be in 2027. The government has made several changes to the Act since we last reported on the proposed ban, including closing some loopholes and, very last minute, introducing a retrospective element for renewal arrangements that are entered into on or after 17 March 2026. Here we summarise the key aspects of the Act.

What does the Act apply to?

The ban on upwards only rent reviews will apply to all new and Landlord and Tenant Act 1954 (“1954 Act”) renewals that are entered into once the ban is in force. This will include contracted out leases and leases to which Part II of the 1954 Act would apply if the tenant were in occupation. This will therefore capture tenants who have underlet and wouldn’t usually have 1954 Act protection due to their lack of occupation.

The ban covers any rent review mechanism where the potential rent increase is not known at the date of the lease grant, and so will capture index linked rent reviews as well as open market reviews.

The Act also contains anti avoidance provisions which will prevent the parties from entering into any side arrangements that could enable upwards only rents, such as side letters requiring tenants to pay top ups where the rent has been reviewed downwards. Where a lease provides for only the landlord to trigger the review, the Act will allow the tenant to also trigger it. This will prevent landlords from instigating reviews in upwards market conditions.

When will the ban come into force?

The majority of the provisions will not come into effect until the Act is in force, expected to be at some point during 2027.

However, one amendment made by the House of Lords is to make the ban apply retrospectively to lease renewal arrangements that are entered into on or after 17 March 2026. This means that any options to renew, put or call options (whether contained in a lease or in a stand-alone agreement) or agreements for a renewal lease with an existing tenant will be caught if entered into from and including 17 March 2026.

The remainder of the Act does not have a retrospective element for the ban, so leases and agreements for lease with new tenants will not be caught until the Act is in force, unless they contain a renewal arrangement.

What is not caught?

Stepped rents

The ban will not apply to rents where the increase is certain at the outset, so stepped rents can still be used.

Review with two or more rental reference amounts

We have seen guidance from the Ministry of Housing, Communities and Local Government (MHCLG) regarding how the Act will work where there are two or more rental reference amounts in the rent review clause. For example, a scenario where the initial rent of £100,000 is to be reviewed to the higher of the open market rent and the existing rent as increased by RPI. The question was put to MHCLG as to what would happen if, for example, on the review date the open market rent is lower at £98,000 and the rent as reviewed by RPI is £105,000. Both of those figures are reference amounts, so which figure would be the one to use for the revised rent.

In this scenario, MHCLG has advised that where there are two or more reference amounts, the higher option will be valid if both parties have agreed this in the lease. So if one method produces a lower figure, and the other a higher figure, it is acceptable to use the higher figure as one of the chosen measures has legitimately increased. If both of the reference figures (for example, open rent and RPI) produce lower figures than the passing rent, the rent has to be able to fall to reflect that. This is where the ban is applicable, preventing the rent from remaining at the passing rent which would be higher than either of the chosen rent review reference amounts. This isn’t specifically stated in the legislation but the MHCLG guidance is helpful, and hopefully this can be clarified in secondary legislation.

Turnover leases

MHCLG has also indicated that in turnover leases, those terms have been pre-agreed by the parties and therefore the tenant should have awareness of the arrangement they are agreeing to. This is good news for landlords with turnover rent leases, as in many cases the tenant’s rent will increase by reference to the higher of an index linked increase and a percentage of the prior year’s turnover. MHCLG has confirmed that the higher of the two reference amounts can be used which means the rent will not take a dip if the index linked calculation produces a higher figure than the turnover figure, but of course the rent can go down if both reference amounts drop.

What about underleases?

Once the ban is in force, any provisions in commercial leases which require that an underlease contains an upwards only rent review will be ineffective. The Act sets out that the review terms are to be agreed between the underlease parties, meaning that the superior landlord will not have control over how the underlease rent review is set out.

Still under consideration

There is to be a government consultation on the use of rent caps and collars before the ban comes into effect so we don’t yet know if these will be permitted. It may be possible for the landlord and tenant to agree in the lease that the rent may not fall by more than a certain percentage. Indications from the government are that if a collar is to be permitted, then a corresponding cap should be imposed on the rent increase.

How will the ban operate?

If a review does get caught by the Act, the lease remains valid but the Act operates to remove the upwards only element. So for example if a lease contains the fairly standard wording that there is to be a review to the higher of open market rent and the passing rent under the lease as at the date of review, and the open market figure is lower than the passing rent, the new rent will have to be the lower figure.

Steps to consider now

If you are entering into tenancy renewal arrangements, such as options to renew or agreements with existing tenants for renewal leases, the ban already applies so you should consider drafting to protect the rental position. Your usual Forsters contact will be happy to review and advise further.

Going forwards, landlords and tenants will have to consider how they want to structure their lease rent reviews. We may see shorter lease terms being used so that landlords can renegotiate rent more frequently, or leases providing for more frequent rent reviews (which is common practice across Europe). Landlords could include landlord break clauses to allow them to determine the lease should the rent decrease. Another possibility is higher starting rents, although tenants would of course have to agree to this.

Looking ahead

This is obviously a huge change for the commercial real estate market, and whether this will have the Government’s desired effect of boosting business leases on the high street remains to be seen. Upwards downwards rent reviews are successfully used in countries such as Ireland and Australia, but we will have to see how this will impact the investment market in England and Wales.

For a detailed analysis of how the ban applies in practice, including worked lease scenarios, read our follow-up note here.

We are now awaiting the government consultation on caps and collars for rental increases, as well as government guidance on the legislation, and will keep you updated. In the meantime, if you have any questions please get in touch with us.

Industrial & Logistics market insights: Key takeaways from ShedMasters 2026

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A clear-eyed but optimistic discussion on the Industrial & Logistics market. Our highlights include:

  • Occupier demand remains strong – vacancy rates look to be peaking and are expected to soften, with occupational interest holding up well across the sector.
  • ESG expectations are rising – but the pricing isn’t – developers are under increasing pressure to deliver high ESG standards (BREEAM Excellent and beyond), while both investors and occupiers remain reluctant to pay a premium for it.
  • Build costs are still a major constraint – high construction costs continue to challenge scheme viability, likely accelerating a shift towards retrofit. Proposed steel tariffs could tighten this further if implemented.
  • Future‑proofing is non‑negotiable Electrification, automation and tech‑enabled buildings are now central to occupier decision‑making. Resilience of stock is critical.
  • A cautious but active investment market Deals are happening, but largely low or zero‑risk plays. The call from the room? Be bold and crack on.
  • Macro headwinds – but adaptation is key From geopolitical uncertainty to defence spending and infrastructure priorities, the consensus was clear: acknowledge the challenges, but look ahead and adapt.
  • UK‑led investment opportunity Growing focus on domestic investment, particularly into tech, AI and infrastructure, to support long‑term market resilience.

Plenty to think about – and plenty of reasons to stay positive about the sector’s direction.

HMRC inheritance tax compliance investigations: What to expect and why they arise

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Inheritance tax (IHT) compliance investigations are an increasingly common feature of estate administration, particularly where estates are complex or reliefs are claimed. Understanding how HMRC identifies potential issues, which areas attract the greatest scrutiny, and how long an enquiry is likely to last can help personal representatives navigate the process with confidence.

What constitutes an IHT compliance issue?

In simple terms, a compliance issue arises where HMRC considers that an estate has not been reported accurately. For IHT purposes, estates are reported to HMRC in one of two ways:

  • Excepted estates, where a direct application for a grant of representation is made to the Probate Registry without submitting a full inheritance tax account, because no IHT is payable once available reliefs are applied; or
  • Chargeable estates, where the personal representatives must submit a full inheritance tax account (form IHT400) setting out details of the estate assets, liabilities, lifetime gifts and any reliefs claimed.

Compliance enquiries in relation to excepted estates are relatively rare. That said, HMRC does monitor probate applications and retains the power to call for a full IHT400 if there are concerns that the information provided may be incomplete or misleading, particularly in relation to asset disclosure or valuations.

By contrast, once an IHT400 has been submitted, HMRC undertakes an initial review. Where HMRC considers there is a risk of underpaid tax, the matter may be referred to its compliance team. Such referrals commonly arise where the account appears incomplete, contains inconsistencies, includes assets that may have been undervalued, or claims reliefs to which the estate may not be entitled.

Common triggers for HMRC investigations

In our experience, HMRC scrutiny is most likely where tax reliefs are claimed, high-value or assets with subjective values are involved, non-UK domicile or long‑term residence is asserted, post-death variations are made to improve the inheritance tax position, lifetime gifts raise questions of a retained benefit, double taxation relief is claimed, or corrective accounts amend previously submitted values or reliefs.

HMRC now uses a combination of manual review and automated risk assessment tools, including data‑matching and AI‑assisted analysis, to identify areas where tax may be at risk.

How the IHT400 can generate enquiries

The IHT400 is a highly detailed return supported by multiple schedules. It is designed to prompt personal representatives to confirm what has happened to assets referred to in the will, whether all relevant assets have been reported, the basis on which property and other assets have been valued, and whether legacies have been correctly grossed-up for tax purposes.

The form also seeks to uncover lifetime arrangements that may still be relevant for IHT, such as gifts where the deceased retained a benefit, or changes to pension arrangements made shortly before death. Penalties may apply where errors arise from carelessness or deliberate concealment, underlining the importance of careful completion and appropriate professional advice.

Assets and reliefs under particular scrutiny

Certain areas attract sustained HMRC attention. These include claims for business or agricultural property relief, which are subject to strict statutory conditions, and valuations of property, businesses and chattels, which must reflect open market value at the date of death. HMRC frequently refers property valuations to the Valuation Office Agency and chattels to the Shares and Assets Valuation team.

Where worldwide assets are excluded on the basis of non-UK domicile or residence, or where lifetime gifts may involve a reservation of benefit, HMRC will often review the position carefully using information from other tax records.

How successful are HMRC enquiries?

Outcomes vary depending on the quality of the original return and the nature of the assets involved. HMRC tends to perform most strongly in property valuation cases, particularly where a later sale price exceeds the probate value. Many disputes are resolved through negotiation rather than litigation.

Challenges to valuations of specialist chattels such as artwork can be more difficult for HMRC due to the subjective nature of the market. Well‑reasoned expert evidence can significantly influence outcomes in these cases.

Why are investigations increasing?

Several factors appear to be contributing to increased HMRC activity, including a growing number of estates within the scope of IHT, greater reliance on non‑professional personal representatives, increased use of data analysis by HMRC, and economic pressures that can incentivise undervaluation or under‑reporting.

Future developments

Further increases in compliance activity appear likely as upcoming IHT reforms take effect, including changes affecting pensions and restrictions on agricultural and business reliefs. HMRC is also expected to increase scrutiny of cryptoassets as reporting frameworks develop.

How long do investigations last?

In our experience, IHT compliance investigations typically last between four and 18 months. Timescales depend on the scope of the review, the need for specialist valuations, and internal HMRC referrals. While delays are common, once matters are allocated to the appropriate compliance team, there is usually a clear focus on progressing the enquiry to conclusion.

How Forsters can help

We have extensive experience advising personal representatives, trustees and families on inheritance tax reporting and HMRC compliance investigations. We assist at every stage of the process, from preparing robust inheritance tax accounts and supporting valuations to managing enquiries once HMRC scrutiny begins.

Our private wealth and tax teams work closely with specialist valuers, accountants and other advisers to ensure that reliefs are claimed appropriately and that complex assets are reported accurately. Where investigations arise, we handle all correspondence with HMRC, coordinate responses across valuation, domicile, gifts and relief claims, and seek to resolve matters efficiently and proportionately, with a strong focus on managing tax exposure, penalties and costs.

Pre-settled status under scrutiny: rising risks for EU nationals and their family members amid tougher UK enforcement

There’s growing concern around the status of EU nationals who briefly came to the UK and secured pre-settled status under the EU Settlement Scheme. What was initially presented as a straightforward route to maintaining residency rights after Brexit is now looking less certain for some.

Since 9 April 2026, the UK Home Office has begun actively targeting pre-settled status holders who have ceased to maintain continuous residence in the UK. This marks a significant shift toward stricter enforcement, with authorities using data from tax records, benefits systems, and travel history to assess whether individuals are genuinely living in the country. Where concerns arise, this can lead to cancellation of status.

What is pre-settled status

Pre-settled status was designed as a temporary step toward full settled status, on the condition that individuals build up five years of continuous residence in the UK. However, many people were granted this status after only minimal time spent in the country, sometimes as little as a short 1-day visit to the UK, during a period when the system relied heavily on self-declaration and light-touch checks.

Now, as the scheme matures, the gap between initial eligibility and long-term requirements is becoming more apparent. Those who cannot demonstrate continuous residence may find themselves unable to upgrade to settled status, and increasingly, at risk of losing their existing rights altogether.

Who is most likely to be affected 

There are several groups who appear particularly vulnerable under the new enforcement approach:

  • Individuals with significant absences from the UK, especially those away for extended periods (for example, more than two years, or well beyond permitted absence thresholds), are likely to be prioritised for review.
  • Those who fail residence checks, broadly understood as not meeting the expectation of being present in the UK for a substantial portion of the qualifying period (often framed as around 30 months out of a 60-month period).
  • Individuals whose circumstances have changed, such as spouses or unmarried partners of EU citizens whose relationship has since broken down.
  • Cases where there are concerns about misleading or dishonest conduct, including serious criminal behaviour.
  • People who are not granted automatic extensions to their pre-settled status due to gaps in their residence history.
  • Individuals with a limited footprint with HMRC, who may have structured their affairs to minimise UK tax exposure, and lack demonstrable residence and economic activity in the UK.

Practical concerns

Many individuals may not realise their status is at risk until it directly affects their ability to work, rent, or access services. Without clear guidance, people could inadvertently fall out of lawful status despite having engaged with the system in good faith.

While the government has introduced some flexibility, such as automatic extensions for certain individuals, the increasing use of retrospective checks and enforcement may disproportionately affect those who misunderstood the rules or relied on earlier, less rigorous processes.

How we can help

If you or a family member hold pre‑settled status, now is the time to review your position, to ensure you maintain residency rights in the UK. Our Immigration team regularly supports individuals navigating pre‑settled and settled status. Please do get in touch with the team to find out more.

New trade union access powers: implications for workplaces

The government has published its response to the consultation on trade union access rights, together with a draft Code of Practice setting out how the new right will work.

What is the new access right?

Under the new access right, any independent trade union will be able to request access to any workplace for the purpose of meeting, representing, recruiting or organising workers or facilitating collective bargaining (note – not to organise industrial action). Access can mean physical access to the premises to meet with employees in person, or digital access, for example to using staff mailing lists to disseminate trade union communications by email.

Which employers are covered?

Access rights apply regardless of whether the employer recognises the trade union, and even where it has no members among the workforce. It may therefore affect employers outside traditionally unionised environments.

The consultation outcome confirms that employers with less than 21 employees will be exempt from the provisions. However, associated employers will be taken into account for these purposes, so only very small businesses will be exempt.

When will this be coming into effect?

The changes are expected to come into effect on 1 October 2026.

What are your key takeaways?

Access requests will be difficult to resist in most circumstances. For the most part, where you are approached by a trade union, the best way forward is therefore to look to negotiate mutually acceptable access arrangements on a voluntary basis, rather than having a statutory access agreement imposed by the CAC.

Strict timelines apply in relation to access requests (as for recognition processes), and failure to meet these timelines may result in an application to the CAC and the imposition of a statutory access agreement. The one key takeaway is therefore that, if you receive a written access request or are otherwise approached by a trade union, you should take advice on your next steps immediately.

What happens when a trade union makes an access request?

The consultation outcome confirms that:

  • Trade union access requests will need to be made in writing. Access requests will need to contain certain minimum information and the government’s draft Code of Practice appends a standardised form.
  • Employers will have 15 working days to respond to an access request (again, providing prescribed information); engagement within this timeframe will trigger a 25 working day negotiation period which can be extended by agreement.
  • Any voluntary access agreement reached will need to be notified to the CAC.
  • If the parties fail to reach agreement during a negotiation period, or if the employer declines a request or does not respond within the 15 working day response period, the trade union can apply to the CAC, which has the power to impose a statutory access agreement.

What might an access agreement look like?

The government has indicated that ‘model’ access terms would provide for up to weekly access, though email communications would not count toward this. Unions would, as standard, be required to give at least two working days’ notice for access (more for a first visit), though of course it is open to the parties to agree other arrangements. The draft Code also indicates that facilities offered to the union should be based around the employer’s own practice, that the access arrangements should not be arranged so as to materially disrupt the employer’s operations or put the employer to undue expense, and that the privacy of a union’s meeting with employees should be ensured.

What happens if you fail to comply?

Failure to comply with a statutory access agreement (i.e. an agreement imposed through CAC proceedings, rather than an agreement reached voluntarily without CAC involvement) carries a fine of up to £75,000 for a first breach in a year, up to £150,000 for a second and up to £500,000 for a third. Maximum fines are deliberately set high to act as a deterrent, though the CAC will in practice determine the fine taking the full circumstances into account.

What should you be doing now?

The practical impact of the changes remains to be seen. Trade unions do not have unlimited resources to devote to holding recruitment or engagement meetings in workplaces, so the idea that unions will be knocking at every door on 1 October 2026 appears a little alarmist. That being said, it is relatively easy for trade unions to scale up digital communications across multiple workplaces within a sector, so we may well see digital access requests in spaces where we have not had union engagement previously.

There are a few steps you can sensibly do to prepare if you think an access request is likely, either because you recognise a union, or because you are in a heavily unionised sector or have had interest in the past. In these cases, it would be sensible to review the draft Code of Practice and give some thought to what a sensible access arrangement might look like, and what the key concerns for the business would be around access. In that way, you will be ready to respond constructively to a union approach – if you recognise a union, you may even wish to engage with the union proactively. You may also want to look more broadly at your employee engagement: where unions have regular access, it will be more important than ever to maintain good lines of communication.

Otherwise, as outlined above, the key takeaway for all businesses is that, if you are approached by a trade union, it is very important to take advice immediately. This is nothing new, but it is worth re-emphasising the point to managers and ensuring that internal escalation routes are clearly communicated.

Navigating the Employment Rights Act 2025

An overview of the key changes and some general guidance on steps you can sensibly take to prepare.

Find out more

NDAs and the Employment Rights Act: proposed restrictions explained

The government published its long-awaited consultation on the misuse of non-disclosure agreements (NDAs) on 15 April 2026. It has now also confirmed that we can expect restrictions on the use of NDAs to come into force over the course of 2027.

Under the Employment Rights Act, broadly, NDAs relating (broadly) to work-related discrimination or harassment will be void unless they meet certain criteria, which will be defined in secondary legislation. The concern among employers and practitioners has been that, depending on how those criteria are framed, the restrictions may inhibit settlement discussions and make employment disputes involving allegations of discrimination or harassment more difficult to resolve. The consultation now gives a first concrete insight into the government proposals.

The key takeaway is that, if the proposals are implemented in substantially their current form, it will remain possible to use NDAs in discrimination and harassment matters as long as certain procedural conditions are met. These are not unlike the existing conditions for the valid settlement of employment claims, though they go further, with proposed conditions including:

  • A requirement for employees to receive independent written advice on the terms, effect and legal limitations of any NDA before entering into it, and for the employee, following that advice, to indicate their preference to enter into the NDA in writing.
  • A mandatory cooling-off period to be observed after an NDA is signed. Where the NDA is included in a settlement agreement, the proposal would be for this to apply to the settlement agreement as a whole. The cooling-off period is currently proposed to be set at 14 days, though the government is consulting on shorter periods, as well as an alternative (or additional) pre-signing review period.
  • A requirement for a written copy of the NDA to be given to the employee after it is signed.
  • A condition that the NDA relates to matters that have already occurred, rather than any potential future instance of discrimination or harassment.

That is not yet the end of the story, as the consultation contemplates other possible conditions which would more fundamentally affect settlement practice – e.g. voiding NDAs where they have been proposed by the employer, rather than the employee, or time-limiting NDAs. However, while the consultation seeks views on these options, they are not proposals, so, as it stands, the consultation provides cause for cautious optimism.

Besides the criteria for valid NDAs, the consultation seeks views on proposals around the categories of individuals to whom employees can disclose information notwithstanding a valid NDA (no major surprises here) and around extending the protections to other categories of individuals, including agency workers and defined groups of self-employed individuals.

The consultation closes on 8 July 2026, and we will provide you with a detailed briefing on the changes once the position is confirmed.

Navigating the Employment Rights Act 2025

An overview of the key changes and some general guidance on steps you can sensibly take to prepare.

Find out more

Ethnicity and disability pay gap reporting: what employers need to know

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The government has confirmed that it will introduce mandatory ethnicity and disability pay gap reporting for employers with 250 or more employees. We do not yet have an implementation timeline.

New requirements will be streamlined with gender pay gap reporting with the same six calculations and the same snapshot and reporting dates. Besides reporting on pay gap figures, employers will be required to report on the overall composition of their workforce, as well as the percentage of employees who have declined to declare their disability status or ethnicity. They will also need to provide action plans to tackle pay gaps.

Ethnicity data should be gathered using the GSS harmonised standard used in the 2021 census, with ethnicity groups aggregated into five broad groups (White, Asian/Asian British, Black/Black British/Caribbean/African, Mixed/Multiple, Other). Comparisons need to be made between the White group and all other groups and, data permitting, individually between each group.

Disability data will use the Equality Act 2010 definition, and comparisons will be binary between disabled and non-disabled employees.

Data collection will need to offer employees a ‘prefer not to say’ option, and reporting requirements will be suspended to preserve anonymity where the number of employees in a group does not meet a certain threshold (likely 10, though this remains to be confirmed).

The most important step in-scope employers can take now is to builda strong data collection framework. Employers must (where not already done) put the right, data protection-compliant systems in place, but should also work to build employee engagement to secure high response rates. That is a question of building trust in the process, but also of employee education. In the case of disability reporting, for example, the Equality Act definition is technical and very broad, and is likely to capture a number of employees who do not self-identify as disabled – including, for example, often high-performing neuro-divergent staff. Leading thoughtful discussions with employees about how the categories are drawn and the reasons for reporting may well significantly improve your data. On this point, you should of course be alert to the fact that, where employees disclose a disability to you outside the anonymised data gathering process, that will trigger additional duties.

Once you have robust data collection processes in place, you may wish to run trial calculations and start putting together an action plan to address gaps. The team can support you with this work.

Please reach out to the team if you would like to discuss the new reporting requirements and how they affect you in more detail.

Navigating the Employment Rights Act 2025

An overview of the key changes and some general guidance on steps you can sensibly take to prepare.

Find out more

Employment Rights Act Watch: May 2026 edition

Welcome to the first edition of Employment Rights Act Watch – a rolling update on the Employment Rights Act 2025, tracking key developments, implementation milestones and practical steps for employers.

The Employment Rights Act 2025 is the biggest overhaul of employment rights in decades. Changes span the breadth of the employment law world, and the sheer volume can be overwhelming. You can access an overview of the changes in our recently updated factsheet here.

Going forward, Employment Rights Act Watch will guide you through the implementation process step by step as you prepare for the coming implementation milestones.

Where are we on implementation?

The April 2026 implementation dates have passed, bringing in changes to statutory sick pay, family leave, whistleblowing and collective redundancy, introducing new record-keeping obligations and establishing the Fair Work Agency.

The next implementation date will be 1 October 2026, with changes expected in a number of areas, including:

  • The legal framework relating to harassment;
  • Rules governing tips and gratuities;
  • Trade union laws, including new access rights;
  • Tribunal time limits (to be confirmed).

We will be providing further detail and practical guidance on these changes in the next edition.

What should you be focusing on?

In response to the April 2026 changes, if you have not already done so, you should:

  • Update contract templates and policies to reflect the changes to sick pay, family leave and whistleblowing.
  • If necessary, adjust sick pay procedures to reflect the removal of the waiting period and lower earnings limit.
  • Audit your record-keeping to ensure you are compliant with new rules to maintain records evidencing holiday and holiday pay compliance.
  • Consider a wider compliance audit if you have complex arrangements in relation to holiday pay or National Minimum Wage.

Looking forward, your priority should be the unfair dismissal changes, which will see the removal of the compensation cap and the shortening of the qualifying service period from two years to six months. While these changes do not take effect until 1 January 2027, the key date to work towards is 2 July 2026 (click here to add a reminder to your diary). That is because hires starting work on that date will have 6 months’ service on 1 January 2027 and are therefore the first to benefit fully from the new regime (though of course hires beginning before that date will also see their qualifying service reduced). Preparing for these changes, and specifically reviewing and updating hiring and probation procedures, should therefore be your next priority. Any changes to hiring and probation procedures should be operational by 2 July at the latest.

We will be issuing more detailed information on the changes and what you can do to prepare very shortly, and we would encourage you to reach out to a member of the team to discuss your plan of action.

What is the very latest on the Employment Rights Act?

There have been two notable developments on the Employment Rights Act over the last month – a consultation on the misuse of NDAs and the government’s publication of a draft Code of Practice relating to new trade union access rights.

NDAs

Under the Employment Rights Act, broadly speaking, NDAs relating to discrimination or harassment will be void unless they meet certain criteria. A recent government consultation now gives us some insight into what those criteria will be. The key takeaway is that, if the proposals are implemented in substantially their current form, it will remain possible to use NDAs in discrimination and harassment matters as long as certain procedural conditions (not unlike existing conditions for valid settlement agreements) are met. We will, however, have to wait and see whether proposals change as a result of the consultation.


Trade union access rights

The government has also published its response to the consultation on trade union access rights, together with a draft Code of Practice setting out how the new rights will work. Trade union access rights will be introduced as part of the October 2026 wave of changes. Under the new rights, any independent trade union will be able to request physical or digital access to a workplace or workforce, even if it has no members among the workforce. The practical impact of the new rights outside traditionally unionised sectors remains to be seen. The crucial point to take away is that you should take advice immediately if you are approached by a trade union. Strict timelines apply to access negotiations and a failure to respond to an access request within an initial 15 working day window may result in statutory access arrangements being imposed.

Navigating the Employment Rights Act 2025

An overview of the key changes and some general guidance on steps you can sensibly take to prepare.

Find out more