You Have a Right to Privacy

But Is Your Expectation of Privacy Reasonable?

Most people assume they have a right to privacy, and they would be correct.

While we hear of many such disputes occurring with celebrities, (ex)royalty, politicians, and newspapers, the principles arise in everyday life.

For example:

  1. Your neighbour installs CCTV which captures parts of your garden rather than simply their own property; likewise, Ring Doorbells and drones.
  2. Someone takes photographs or videos of your children (perhaps on Sports Day, given the time of year) and posts them on social media without your consent.
  3. An ex-partner shares personal messages or photographs with others.
  4. An architect or contractor takes photographs of the work done at your home and uses those images for advertising without permission.

Now, it does not follow that, having taken a picture on holiday (for example), those featured in that picture have any claim against you for breaching their (right to) privacy; so do not worry.

The question that must be asked and sits at the heart of any civil claim for a breach of your privacy/misuse of private information is:

Would a reasonable person in your position expect that information to remain private?”

The courts apply a two-stage test.

Was There a Reasonable Expectation of Privacy?

The court first asks whether the claimant had a reasonable expectation that the information (photographs, messages, videos, etc.) would remain private.

Context is key. Information concerning health, finances, family life, relationships and activities inside the home will often attract a strong expectation of privacy (they are clearly more personal in nature).

A useful example is the neighbour’s CCTV camera. Having a camera covering the owner’s driveway is unlikely to cause difficulty. However, if the camera regularly records you, your family members, or substantial areas of your garden, or through your window, the argument that you had a reasonable expectation of privacy becomes considerably stronger.

Is Disclosure Nonetheless Justified?

The court must balance the individual’s right to privacy against any competing interests (i.e. freedom of expression or genuine public interest).

So, while reporting criminal wrongdoing may justify disclosure of information that would otherwise be private, reporting information to satisfy public curiosity usually will not (i.e. while something may be of interest to the public, that is not the same as being in the public interest.

Practical Points

When considering a privacy dispute, ask:

  1. What information has been obtained or disclosed?
  2. Would a reasonable person regard that information as private?
  3. How was the information obtained?
  4. Was there any consent?
  5. What harm has been caused or could be caused?
  6. Is there any genuine public interest in disclosure?

These questions frequently arise in neighbour disputes, workplace disagreements, family conflicts, social media arguments and disputes involving surveillance technology.

What Remedies Are Available?

The most powerful remedy is often an injunction. This can prevent information from being published or require its removal from websites, social media platforms or other publications. The court can order documents, recordings, photographs or electronic data to be returned, destroyed or deleted.

For example, if a neighbour were threatening to publish footage obtained from a CCTV camera overlooking your garden, the court may be willing to intervene before publication occurs.

Damages

A claimant may recover damages for:

  • distress and anxiety caused by the misuse of private information; and/or
  • financial losses arising from the disclosure (although this is not necessary if the above can be substantiated); and
  • legal costs.

Data Protection Claims

Where personal data is involved, a claimant may also have a claim under the UK GDPR and Data Protection Act 2018. In practice, privacy and data protection claims are frequently pursued together, increasing the potential exposure for the wrongdoer.

Conclusion

Privacy law is not limited to newspaper headlines and celebrity scandals. It affects ordinary people every day.

Whether it is a neighbour’s camera overlooking your property, private messages being shared without consent, recordings being taken inside the home, or personal information being circulated online, the central question remains the same:

Would a reasonable person in your position expect that information to remain private?

If the answer is yes, the law may provide a remedy, ranging from damages and deletion orders to urgent injunctions preventing publication altogether.

If you think that your right to privacy has been breached, please contact James Day at james.day@wellerslawgroup.com or on 01732 457575 or another member of the Dispute Resolution team for a no-obligation initial discussion

Harassment in the Digital Age

Understanding the Law and the Remedies Available

Increasingly, solicitors are instructed where harassment takes place online, through social media, messaging platforms, anonymous emails, website reviews, and coordinated campaigns intended to intimidate or damage an individual’s reputation. The digital age has dramatically expanded how harassment can occur, with the expansion of Facebook, Instagram, TikTok and X, etc. These can include (but are not limited to):

  1. threatening text messages;
  2. unwanted social media contact; and/or
  3. coordinated online campaigns (i.e. revenge porn).

What is harassment?

The principal legislation governing harassment in England and Wales is the Protection from Harassment Act 1997 (“the Act“), enacted to apply to a wide spectrum of oppressive behaviour.

Section 1 of the Act provides that:

A person must not pursue a course of conduct which amounts to harassment of another… and which he knows or ought to know amounts to harassment of the other.”

Two elements are fundamental:

  1. there must be a “course of conduct” (i.e. at least two occasions); and
  2. the conduct must be sufficiently serious to amount to harassment (rather than a mere annoyance or irritation).

But what amounts to a “course of conduct“?

While “harassment” is not defined in the Act, it does say that it includes “alarming the person or causing the person distress” and to have occurred on at least two occasions.

Furthermore, guidance was given by the High Court in 2010, where Mr Justice Simon said in that case that a harassment claim will only succeed if an individual can show that the conduct:

  1. has occurred at least twice (as per the Act);
  2. is calculated in an objective sense to cause alarm and distress; and
  3. is objectively judged to be oppressive and unreasonable.

The test for harassment is, therefore, an objective one (ergo, the Claimant’s own genuine belief and perception is just one factor which the court will consider when deciding whether to uphold the claim).

Civil or Criminal Harassment?

The Act creates both criminal and civil liability.

However, the threshold for a civil claim is more easily achieved as the claimant needs only to establish harassment on the balance of probabilities (i.e. 49 to 51).

Whereas a criminal claim would require the victim to prove harassment “beyond reasonable doubt” (a much higher threshold).

Furthermore, by advancing a civil claim, the victim maintains control of the matter, whereas they would be beholden to the authorities if pursued criminally. Taking the civil route also allows the claimant to bolster their position by arguing other privacy-based causes of action alongside their harassment claim (for example, misuse of private information, defamation, malicious falsehood, and breach of privacy).

Civil remedies

Injunctions

Perhaps the most valuable remedy, a successful injunction should prevent further harassment by order of the Court that prohibits:

  1. contacting the claimant;
  2. publishing material;
  3. encouraging third parties to harass; and/or
  4. communicating via social media.

Applications may be made urgently and, in appropriate cases, without notice. Furthermore, to breach an injunction may constitute contempt of court, punishable by imprisonment (up to five years), fines or seizure of assets, so it should be treated with the utmost seriousness.

Damages

Section 3 of the Act allows recovery for:

  1. anxiety;
  2. psychiatric injury;
  3. financial loss;
  4. any reputational damage (where appropriate); and
  5. any consequential losses flowing from the harassment.

Disclosure Orders

Where anonymous online abuse is involved, claimants may seek disclosure orders against internet service providers or platform operators to identify anonymous individuals before substantive proceedings commence (for example, IP address). Such an order is commonly referred to as a “Norwich Pharmacal Order” (although used in other civil matters where the defendant’s identity is unknown). As such, in the event of harassment online and by an anonymous source, there is a legal mechanism whereby disclosure can be ordered.

Practical considerations

For victims, early legal advice is often critical. Evidence should be preserved carefully, including:

  1. screenshots;
  2. emails;
  3. metadata;
  4. call logs;
  5. witness evidence; and/or
  6. evidence demonstrating the effect upon the victim.

Conclusion

Harassment law has developed considerably since the Act first came into force. The courts now recognise that sustained campaigns of intimidation are no less serious because they occur through smartphones or social media rather than face-to-face.

For individuals, prompt legal intervention can often prevent harassment from escalating and protect both reputation and well-being. If you think that you are the victim of harassment, please do not hesitate to contact James Day at james.day@wellerslawgroup.com or another member of the Dispute Resolution team for a no-obligation initial discussion.

Attention Landlords!

Issuing a Section 21 Claim Before 31 July 2026? Read This First

The Court of Appeal has recently handed down an important decision in Muca v El Amrani; Harker v Hubert, which could have serious consequences for landlords relying on a Section 21 notice to recover possession of their property. With the final curtain call for Section 21 claims on 31 July 2026 fast approaching, this decision serves as a timely reminder that landlords should review their compliance position before issuing proceedings or continuing with existing claims.

The case looked at one simple but crucial question: what happens if a tenant was not given a gas safety certificate before moving into the property?

The Court’s answer was clear. If the gas safety certificate was not provided to the tenant before they moved in, the problem cannot simply be fixed later by serving the certificate afterwards. In some cases, this could mean that a landlord cannot rely on a Section 21 notice at all.

This decision is particularly important for landlords who have live possession proceedings or are planning to issue a Section 21 claim before 31 July 2026.

Why Does This Matter?

Many landlords are looking to commence possession proceedings before the Section 21 regime changes. However, before serving a notice or issuing a claim, it is essential to make sure your paperwork is in order.

If your tenant did not receive a gas safety certificate before moving into the property, you could face challenges to your claim, delays in the court process and potentially significant additional costs.

The Court of Appeal made it clear that these rules exist to protect tenants and ensure they know the property is safe before they take occupation. As a result, the courts are likely to continue taking a strict approach to compliance.

What Should Landlords Do Now?

If you already have court proceedings underway, or if you are intending to issue a claim before 31 July 2026, now is the time to review your documents carefully.

Ask yourself:

  • Did you have a valid gas safety certificate before the tenant moved in?
  • Was the certificate given to the tenant before they took occupation?
  • Do you have evidence showing when and how it was provided?
  • Are all of your other tenancy documents and compliance records in order?

Even if proceedings have already started, do not assume there are no issues. Compliance problems are often discovered later in the court process and can sometimes prevent a landlord from successfully obtaining possession.

A review of your documents now could save you considerable time, expense and uncertainty later on.

Need Advice?

Whether you have live possession proceedings, are looking to issue a claim before 31 July 2026, or simply need guidance on your options for recovering possession of your property, obtaining advice early can make all the difference. Contact Priyanka Kumar at priyanka.kumar@wellerslawgroup.com today for advice on all possession proceedings, including Section 21 and Section 8 claims, gas safety compliance and landlord and tenant disputes. A review of your paperwork now could help avoid costly delays and unexpected problems later on.

New Data Protection Requirements from 19 June 2026: What Organisations Need to Know

From 19 June 2026, some important changes to UK data protection law will come into force under The Data (Use and Access) Act 2025.  The legislation is making various changes to UK Data Protection Law over time, but the next deadline is looming.

The key changes that organisations need to make are to their data privacy policies and complaint-handling processes, as there is a new mandatory requirement for organisations to have a formal internal policy and process for handling data protection complaints.  This will have to deal with certain specified elements (see below).

In the past, a Data Privacy policy would typically say something like the following (from one we did earlier): 

“If you have any questions about this privacy policy or our privacy practices, please contact our Data Protection Officer/Privacy [with contact details included].  You have the right to make a complaint at any time to the Information Commissioner’s Office, the UK supervisory authority for data protection issues (www.ico.org.uk). We would, however, appreciate the chance to deal with your concerns before you approach the ICO so please contact us in the first instance.”

So, previously individuals could raise concerns directly with the ICO without first engaging with the organisation involved first.

What is changing?

The changes coming in on the 19 June make it a legal requirement that individuals contact the organisation first.

Under the new rules, all organisations must establish and maintain an internal complaints process for data privacy issues as they will become the first port of call for someone who wants to complain about the use or handling of their personal data.  The ICO will only get involved after the organisation has tried to resolve the issue.

As a result, there are a few things that need to be done: amend your current Data Privacy Policies and, if you have not got one already, develop and implement a DP Complaints Policy.

Amend Data Privacy Policies

Instead of the previous wording, they will need to say something broadly along the lines that:

“If you are not happy with how we have handled your personal data, you have a right to complain to us and say how a complaint can be made eg online form (with a link), by email or by post with details of address (with details). 

We will acknowledge your complaint within 30 days and respond without undue delay – then link to the Complaints Policy” 

The policy should also refer to the right to complain to the ICO, but the ICO will expect the complaint to be made to the organization in the first instance.

Complaints Policy

This needs to include the following elements and it is recommended that there is a link to this on the website if the privacy policy is on the website and, of course, hard copies too for privacy policies that are not online.

The Complaints Policy and Procedure should cover:

  • How to complain: It must provide clear and accessible ways for individuals to submit complaints to the organisation, there should be an online form and at least one other method email address, postal address etc.
  • Acknowledgment: The organisation must acknowledge receipt of complaints within 30 days.
  • Investigation: The organisation named role (eg Data Protection Officer/Data Privacy Manager) must act promptly to investigate and respond, keeping the complainant informed throughout. 
  • Outcome: The organisation must tell the complainant of the outcome without undue delay.
  • Escalation.  If the complainant is not satisfied, they may complain to the ICO (with details of how of the ICO website etc.)
  • If a complaint ? covering more than one thing eg goods/services provided and data privacy, the two elements should be split out and the data privacy element dealt with in accordance with the procedure for that and any other complaint dealt with any other complaint procedure.
  • Of course, it isn’t sufficient to just have the Complaints Policy, staff have to be made aware of it and for a process to be implemented and documented if this does not already exist.

And another thing….

If, like most organisations, you are a data controller and has processors/sub-processors who use, store and maintain data on your behalf, you will also need to check your agreements with them to ensure that they are under an obligation to notify you of any complaints they receive promptly; and help you to resolve them.

What businesses need to do now

It means that organisations need to review and update their policies and procedures (or create new ones) and update staff on the changes and how this will affect internal processes and record keeping before the deadline. 

How we can help?

If you would like help in reviewing or preparing relevant policies, please contact Kim Whitaker, Senior Solicitor at Wellers at kim.whitaker@wellerslawgroup.com

The Ban on Upwards‑Only Rent Reviews in England and Wales

For decades, upwards‑only rent reviews (UORRs) have been a defining feature of commercial leasing in England and Wales. That position is now set to change fundamentally. The English Devolution and Community Empowerment Act 2026 (the Act) has received Royal Assent and includes provisions that will prohibit upwards‑only rent review mechanisms in commercial leases once brought into force.

Current status

Although the Act received Royal Assent on 29 April 2026, the ban is not yet in force. The relevant provisions will be commenced by secondary legislation and are widely expected to take effect no earlier than 2027. Accordingly, existing leases remain unaffected for the time being, subject to the limited retrospective provisions discussed below.

Leases within scope

The ban applies to business leases in England and Wales, broadly defined by reference to Part II of the Landlord and Tenant Act 1954, granted on or after the Effective Date (to be confirmed). This includes leases that are “contracted out” of the 1954 Act and superior leases where the tenant does not occupy but could do so for business purposes.   This will affect all commercial landlords, irrespective of sector.  

Specifically, the following will be caught by the ban:

  • New leases including renewal leases granted on or after the Effective Date;
  • Put and call options, where a tenant is contractually obliged to enter into a lease or a landlord is contractually obliged to grant a lease at a future date, where that arrangement was entered into on or after 17 March 2026; and
  • Underleases that are granted on or after the Effective Date even where the head lease provides that the underlease must contain UORRs and in this instance, control of rent review terms in sub-leases will fall to the parties.

The ban will not cover the following:

  • Existing leases currently in place (unless varied to include UORR provisions);
  • Agreements for lease entered into before the Effective Date where the lease was granted pursuant to that agreement;
  • New leases granted before the Effective Date; and
  • Put and call options where the arrangement was made prior to 17 March 2026.

Once in force, the Act will render ineffective any upwards‑only provision in a rent review clause where the reviewed rent is not fixed or fully ascertainable at the date of grant. In practice, this captures the most commonly used review mechanisms, including:

  • open market rent reviews;
  • index‑linked reviews; and
  • turnover‑based rents,

where these are coupled with an upwards‑only restriction.

The effect is not to remove rent reviews altogether, but to convert them into two‑way reviews, permitting rent to move downwards as well as upwards.

What is not prohibited?

The ban does not apply to rent mechanisms where the rent is known in advance. As a result, the following will remain permissible:

  • stepped rents or fixed uplifts;
  • fully predetermined increases; and
  • rent reviews that already operate on an upwards‑or‑downwards basis.

The Act also contains anti‑avoidance provisions, preventing parties from achieving the economic effect of an upwards‑only review through alternative drafting techniques.

Limited retrospective effect

As referenced above, while the ban is not generally retrospective, a significant amendment introduces a targeted retrospective element relating to renewal arrangements.

Where a tenancy renewal arrangement (such as an option or agreement for renewal) is entered into on or after 17 March 2026, any lease granted pursuant to that arrangement will be caught by the ban, even if the original lease predates commencement.

This point is particularly important for landlords and tenants currently negotiating renewal options, agreements for lease, or reversionary arrangements, as the rent on renewal (and any subsequent reviews) may be required to operate on a two‑way basis.

Practical implications

The ban represents one of the most significant changes to commercial leasing since the 1954 Act. Landlords, investors, and lenders will need to reassess:

  • valuation and funding assumptions;
  • portfolio risk in a falling market; and
  • the drafting of renewal options and agreements entered into now.

Tenants may welcome the potential for rent to reflect market conditions more accurately, but the change may result in exiting leases with UORR provisions commanding a greater premium.

Conclusion

The prohibition on upwards‑only rent reviews marks a decisive shift in English and Welsh commercial property law. While the ban is not yet in force, its future impact is clear, and parties entering into leasing arrangements now must consider carefully how the Act may affect renewals, subletting strategies, and long‑term asset value once the legislation comes into force.

The courts’ approach to the use of AI in litigation

Artificial intelligence is rapidly changing the way legal work is carried out. From drafting documents to summarising evidence, AI tools are becoming a common feature of modern litigation.

The courts’ position is that whilst AI can be helpful, it must be used carefully and responsibility always remains with the lawyer.

Recent cases show that misuse of AI, particularly where it leads to inaccurate or fabricated legal material being put before the court, can have very serious consequences.

Use AI with caution but always verify

The courts recognise that AI has legitimate uses in litigation. It can assist with document-heavy exercises such as disclosure and can help lawyers work more efficiently.

However, judges are increasingly concerned about the risk, especially the potential for AI to produce confident but incorrect answers, sometimes referred to as “hallucinations”. Judicial guidance emphasises that any material produced using AI must be carefully checked before it is relied upon.

Personal Accountability

To enforce these standards, the courts rely on what is known as the Hamid jurisdiction, which allows judges to investigate and address poor conduct by lawyers directly.

This enables the court not only to determine the dispute between the parties but also to examine how the case has been conducted. Where there are concerns, such as misleading submissions or inaccurate legal authorities, the court can require the lawyers involved to explain themselves. This can lead to orders requiring lawyers to pay costs personally, referrals to professional regulators and, in serious cases, contempt proceedings

Importantly, this process focuses on individual responsibility. It is no defence to say that an error arose from AI or from reliance on another source. Lawyers are expected to verify everything that goes before the court.

Recent cases

The leading authority of Ayinde v London Borough of Haringey (2025) is the best illustration of the courts’ approach.

In that case, court documents contained references to at least five cases that did not exist and there were errors in the legal analysis presented to the court. The court considered that these issues may have arisen from the use of generative AI (albeit it did not make a definitive finding that AI was used).

Under the Hamid jurisdiction, the court found there had been serious failures of competence and scrutiny and emphasised that putting false material before the court is a breach of duty, even if not deliberate. It expressed wider concerns about training and supervision of junior lawyers. The court said that the Claimant’s lawyers’ conduct should be referred to the relevant professional regulators.

More recent cases show the courts taking an increasingly proactive approach.

In Elden v HMRC [2026], the tribunal imposed practical safeguards to prevent similar issues arising, including requirements to provide full copies of any authorities relied upon, use accurate quotations from judgments and confirm that all references have been independently checked

These developments demonstrate that the courts are moving beyond general warnings to actively policing how legal material is prepared and presented.

A widely reported US case, Mata v Avianca (2023), involved lawyers submitting a court document that relied on entirely fabricated case law generated by AI. The court imposed financial penalties and criticised the lawyers for failing to verify their sources. This case is frequently cited as a cautionary example of what can go wrong when AI outputs are trusted without proper checking.

What this means in practice

Parties involved in litigation should be reassured that the courts are actively safeguarding the integrity of the legal process as new technologies develop. For lawyers involved in litigation, AI must be approached and used with caution. Any legal authority or statement of law must be independently verified and our duty to the court remains unchanged.

If you would like to discuss a dispute or litigation matter, please contact Jonathan Tyler, our Group Head of Litigation, at jonathan.tyler@wellerslawgroup.com or on 01732 446361.

Renters Rights Act 2025 – A guide for Landlords

The Renters Rights Act 2025 introduces significant reforms to the residential rental market in England and was introduced to create a fairer, more secure private rental market for the benefit of both renters and responsible landlords.

Only a small number of the Acts provisions take effect immediately and the remainder of the Act will be implemented in three phases.

Here we provide an overview of the new tenancy regime to be implemented as phase one from 1 May 2026 and what this means for Landlords

Click here to read Renters Rights Act 2025 – A guide for Landlords

Employment Rights Act 2025 – a summary

In December 2025 the Employment Rights Act became Law.

It contains sweeping changes to employment law in Great Britain.

This table below contains a summary of the provisions of the Employment Rights Act 2025 and the proposed timings for changes.

If you are a small business owner or entrepreneur and would like to talk to us about how we can help to implement these changes in your business, or if you are an individual wondering how these changes will affect your employment, please talk to us on 020 7481 2422 or email enquiries@wellerslawgroup.com

Changes from April 2026

ProvisionPoints to Note
Statutory sick pay (SSP) to be paid to all workers from first day of absence at a rate of either 80% of weekly earnings or the flat rate, whichever is lowerCurrently, employees need to earn at least the lower earnings limit to get SSP and it’s paid from the fourth day of sickness absence. Will apply to GB and NI
Parental leave to become a day one right.Before an employee can take parental leave under the current rules, they must currently have one year’s service with their employer.
Paternity leave to become a day one rightPaternity leave is, under current rules, available to employees who have 26 weeks’ service with their employer counted at the 15th week before the expected week of childbirth, or in the week their partner is notified of being matched for adoption.
A new Fair Work Agency will be established to bring together different government enforcement bodies. The agency will have the powers to enforce payment of statutory payments, bring employment tribunal claims on behalf of individuals, and provide legal assistance, support, or representation where individuals have raised a claim themselves.There are currently various separate agencies that deal with enforcement, for example, HMRC, the Gangmasters and Labour Abuse Authority. Currently there are no provisions for someone to make an employment tribunal claim on behalf of someone else.
Increase the maximum protective award a tribunal can make when a business has failed to follow their obligations on collective consultation.The maximum award will increase from 90 days’ pay to 180 days’ pay.

Changes from October 2026

ProvisionPoints to Note
“Bullying” fire and rehire practices will be brought to an end.“Fire and rehire”, where an employer dismisses and re- engages an employee to push through changes to terms and conditions, will be an automatic unfair dismissal where it relates to certain “restricted variations” except where a business is in serious financial trouble affecting its continuation, and the employer could not reasonably have avoided the need to make the change.
Extended time limit for tribunal claims.The time limit for employees to bring a claim to a tribunal will be increased from three to six months.
Employers will be required to take all reasonable steps to prevent sexual harassment in the workplace.Under a proactive duty in place from October 2024, employers must take “reasonable steps” to prevent sexual harassment in the workplace. This obligation will be strengthened to taking “all reasonable steps”.
Employers to be liable for third party harassmentCurrently, employers are not liable for third party harassment (harassment from a client, customer, member of the public etc) although under a proactive duty in place from October 2024, employers must take reasonable steps to prevent third party
sexual harassment.
Trade union statement and right of accessEmployers will have to provide a statement to employees to inform them of their right to join a trade union. The right to access will be restricted to workplaces that are not also dwellings, and they must be a ‘qualifying’ trade union with an independent certificate.

Changes from 2027

ProvisionPoints to Note
Unfair dismissal qualifying service will be reduced from two years to six months from 1 January 2027, and compensation limits for unfair dismissal claims will be removed.Employees must currently wait for two years until they have protection from ordinary unfair dismissal. From 1 January 2027, employees who have six months service will be able to bring an unfair dismissal claim. Also, the cap on unfair dismissal awards will be lifted. This means compensation will no longer be limited to 52 weeks or £118,223.
A new right to bereavement leave of at least one week to apply from day one of employment.Parental bereavement leave is the only legal entitlement to time off to grieve, and this only applies to parents whose child, under the age of 18, dies. Under this, the right to unpaid bereavement leave will cover a wider set of circumstances including miscarriages before the 24th week of pregnancy.
Flexible working will be made the default unless the employer can show it’s unreasonable.Employers can currently decline flexible working requests if one or more of eight specific grounds apply. Under the new rules, they will also need to show why it was reasonable to refuse the request.
Collective redundancy procedures to be extended.A new threshold to trigger collective consultation will be introduced for multi-site redundancies.
Employees will be given more protection from dismissal whilst pregnant, on maternity leave and within six months of returning to work.This group of employees were given enhanced protection against redundancy in April 2024. The new provision will strengthen the position further and prevent dismissal in other circumstances except where specific rules apply.
Zero hours workers (including agency workers) will be entitled to reasonable notice of shifts and changes to their shifts, and compensation for shifts which are cancelled, moved or ended earlyThis will be a brand-new addition; there are no similar rules currently in place. Future regulations will set out how much notice the employer needs to give. These rules will apply to all shifts set by the employer, either ‘required’ or ‘requested’.
Those working on zero hours or ‘low hours’ contracts (including agency workers) will have the right to be offered a guaranteed hours contract to reflect regular hours they have worked over a defined periodEmployers will be required provide information upon employment, and continually throughout for workers who may later be eligible for a guaranteed hours offer. They will also be required to provide supporting information when making the offer. Workers will be able to remain on the zero-hour contract if they choose. Importantly, this law will apply to ‘low hour’ contracts too.
Large employers will be required to create action plans on supporting employees through menopause and reducing their gender pay gap.It is likely that “large employer” will be defined as those with 250+ employees. It’s worth noting that an action plan is different to a policy.

Source CIPD

The Smorgasbord Budget: Light on Good News, Heavy on Future Taxes

So, the budget finally arrived after what felt like weeks of waiting – but what did it include?

At first glance the measures were not nearly as bad as first feared, and some of the more worrying measures that were anticipated ahead of the official announcements, did not make the grade.

However, there are still many changes which will hurt workers, savers and investors and with the rise in alcohol duty, there was nothing much to be cheerful about in this Budget.

Some of the most notable measures announced in the Budget include:

  • Tax thresholds for Income Tax, National Insurance, Inheritance Tax and VAT are frozen, pulling more people and businesses into higher taxes over time through fiscal drag
  • Pension contributions above £2,000 made through salary sacrifice will attract National Insurance from 2029
  • Income Tax on savings, rental income and dividends will rise by 2%, adding pressure especially on landlords
  • A new “Mansion Tax” from 2028 will charge homeowners with properties over £2 million and £5 million an extra £2,500 and £7,500 in annual tax respectively
  • Electric and hybrid drivers face new per-mile charges from 2028
  • Relief on Employee Ownership Trust sales has been cut immediately, raising tax from 0% to 12%

Is there good news in the Budget?

As it happens, the good news, is actually what the Chancellor omitted this time:

It did not include a tax rise on companies – rates and reliefs stayed the same with a little extra for businesses that invest into certain qualifying assets

It did not include an exit tax – a relief for expats and anyone thinking of moving to sunnier climes

It did not include a tax on members of partnerships similar to employers’ National Insurance

It did not include a tax based on the value of your home when selling it – which was welcome news for homeowners who worried they would not be able to downsize if they wanted to release capital

It did not include an increase to income tax, National Insurance or VAT – or at least the rates themselves didn’t increase …

And it didn’t include an explicit wealth tax – although the lasting impact will be just that.

So what did it include?

Freezing tax thresholds

The freezing of Income Tax and National Insurance thresholds will drag more workers into higher rates of tax as wages grow.

The nil rate band for Inheritance Tax (IHT), below which an estate does not attract IHT, has been frozen. It last changed almost 20 years ago.

The VAT threshold above which a business must register was also frozen having been widely expected to drop. This may have discouraged businesses from growing their turnover above it, for fear of losing customers who seek out non VAT registered trades.

Pension and income taxes

Private sector employees will face further taxes on pension contributions that they make via salary sacrifice. Contributions that are currently exempt from National Insurance will now attract it above an annual £2,000 threshold.

The real nasty for savers and investors is income tax increases. Rates are going up by 2% on income from savings, rental properties and dividends.

For landlords, already struggling under increased regulation, it is another unwelcome burden.. It seems likely that these changes will encourage more savers and investors to consider Family Investment Companies where tax rules may be more attractive.

The “Mansion Tax”

From April 2028 those that live in a house worth more than £2 million will be liable for an additional tax burden, collected through the Council Tax, (although not given to the councils apart from a collectors fee). This starts at £2,500 and rises to £7,500 for homes worth more than £5million. It is estimated more than 140,000 homes will be affected by this by the time it comes in.

Electric vehicles

If you drive an electric or hybrid car, you will need to pay an extra 3p or 1.5p per mile from April 2028. The cost and complication of enforcing a mileage-based scheme is sure to be high.

Employee Ownership Trusts

Effective immediately, those selling their businesses to an Employee Ownership Trust now receive only half the relief they did previously, taking the tax rate from 0% to 12% while the ink is still drying on the contract.

What does it all mean?

This budget has been called a smorgasbord. It’s a haphazard collection of measures, with many not even coming into effect for years, perhaps even after the next election, in which case, you might ask, why cause all this anxiety ? It also feels very heavy on the costs of implementing some of the more complex workings out.

However, when, or possibly if, they do come into effect, the reality is that businesses, employees and investors will pay more tax.

At Wellers, we remain available to our clients and any business owners or individuals who would like our support interpreting what the Budget means for you and what actions you might take next to minimise the impacts.

Please contact us at enquiries@wellerslawgroup.com or phone 020 8464 4242

A new era for Worker’s Rights:

Understanding the Employment Rights Bill

The UK government has introduced what it calls the biggest upgrade to employment rights in a generation. The Employment Rights Bill, unveiled in October 2024, promises sweeping changes that will fundamentally reshape the relationship between employers and employees across the country. The main focus points are as follows:-

Protection from Day One

Perhaps the most significant change for workers is the removal of the two-year qualifying period for unfair dismissal claims. Under the new legislation, it is proposed that employees will have the right to challenge unfair dismissal from their very first day at work. While employers will still be able to use a statutory probation period to assess new hires, this change marks a substantial shift in the balance of power, particularly for those in precarious employment situations.

The bill also tackles the controversial practice of ‘fire and rehire,’ where employers dismiss staff and rehire them on worse terms. These dismissals will be considered automatically unfair unless businesses can demonstrate they genuinely had no alternative.

An End to Exploitative Zero-Hours Contracts

For the millions of workers on zero-hours contracts, relief is on the horizon. The bill introduces rights to guaranteed hours based on regular working patterns, reasonable notice of shift changes, and crucially, payments when shifts are cancelled at short notice. These measures aim to provide a baseline of security for workers who have long faced one-sided flexibility that benefits only employers.

Strengthened Sick Pay and Family Leave

The reforms to Statutory Sick Pay remove both the lower earnings limit and the waiting period, meaning workers will receive sick pay from day one regardless of their salary level. This change will particularly benefit lower-paid workers who have historically been excluded from statutory sick pay protection.

Family-friendly provisions receive a significant boost too. Paternity leave and unpaid parental leave will become day-one rights, while new mothers will enjoy enhanced protection against dismissal for six months after returning to work. A new right to unpaid bereavement leave acknowledges the need for time to grieve without fear of losing one’s job.

Better Flexible Working and Harassment Protections

The existing right to request flexible working, already a day-one entitlement, will be strengthened. Employers will need to provide clear explanations when rejecting requests and ensure their decisions are reasonable rather than arbitrary.

On workplace safety, employers will be required to take ‘all reasonable steps’ to prevent sexual harassment and will be held accountable for harassment by third parties such as customers or clients. These measures reflect growing recognition that workplace culture must change.

Easier Access to Justice

Workers will have twice as long to bring employment tribunal claims, with the deadline extending from three to six months. A new Fair Work Agency will consolidate enforcement of various employment rights and will have the power to bring cases on behalf of workers, potentially removing the financial and emotional burden many face when challenging their employers.

The Road Ahead

Most of these reforms are not expected to take effect until 2026 at the earliest, with consultations ongoing to finalise the details. The government insists it has worked closely with both businesses and trade unions to develop measures that are both pro-worker and pro-business.

For employees, these changes represent the most comprehensive upgrade to workplace rights in decades. From greater job security to better work-life balance and stronger protections against exploitation, the Employment Rights Bill promises to deliver meaningful improvements to working life for millions across the UK.

The question now is not whether these changes will happen, but how effectively they will be implemented and enforced. For workers who have long called for greater protection and dignity at work, this legislation offers genuine hope for a fairer future.

If you would like support in navigating these changes, please contact Nina Francis on 020 3831 2664 or email enquiries@wellerslawgroup.com

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