The Employment Rights Act 2025 (“ERA”) has already introduced a number of significant changes to employment law in the UK. Whilst a number of provisions are already in force, further reforms are due to take effect over the coming months. This article considers the forthcoming ERA changes and what the reforms may mean in practice for umbrella companies. 30 October 2026 Harassment at Work and Third-Party Harassment Employers are already under a duty to prevent all forms of hara

The expanded Right to Work Scheme came into force on 1 October 2026 The change extends the requirement beyond traditional employees to include people engaged under worker contracts, individual subcontractors and certain arrangements involving online matching services. For umbrella companies, recruitment businesses and organisations operating CIS models, this is not simply another wording update. The difficult part is no longer understanding that a check is required. It is mak

The Fair Work Agency has published its first Delivery Plan for 2026/27—and although this is being described as a “foundation year”, there is plenty for employers and labour supply businesses to take note of. The FWA brings together the Employment Agency Standards Inspectorate, the Gangmasters and Labour Abuse Authority and the Office of the Director of Labour Market Enforcement into one enforcement body. National Minimum Wage enforcement remains with HMRC under contract durin

Since the introduction of the joint and several liability provisions in Chapter 11 of Part 2 of ITEPA 2003, umbrella companies have faced additional scrutiny. While their underlying compliance obligations have not changed, the need to demonstrate compliance has become paramount. Umbrella companies are no strangers to scrutiny; the industry has been calling for regulation for many years (though perhaps what we got is far removed from what was desired!). Umbrella companies beca