The Advisory, Conciliation and Arbitration Service (Acas) has published guidance on tips and service charges in relation to the Employment (Allocation of Tips) Act 2023 and supplementary Code of Practice which are both now in force. The guidance explains what the new law says, sharing tips fairly, and the obligation to have a written policy and to keep records. The guidance also covers which tips the law applies to, when tips must be paid, tronc systems and what happens if tips are not being paid correctly.

Acas has published guidance to help employers prepare for any issues which may arise during the 2024 Olympic Games in Paris starting on the 26 July 2024. It advises that employers have agreements in place that cover requests for time off, sickness absence, website use during working hours and watching TV during the Olympics. Acas also suggests having a more flexible working day, allowing employees to start later or finish earlier and make up the time, or allowing staff to listen to the radio or watch TV. It also suggests making clear and reminding staff of any policies on the use of social media websites during working hours.

The Advisory, Conciliation and Arbitration Service (Acas) has published a policy paper examining how to build workplace collaboration across Britain. The paper aims to address workplace conflict, which is estimated to cost the UK economy £28.5bn annually, and proposes a framework for collaboration at both organisational and national levels. The paper identifies three key factors for successful employment relations: fostering positive intent between parties in employment relationships, implementing effective systems to build representation and voice, and developing systemic capabilities for joint problem solving and conflict resolution to sustain strong relationships. The policy paper also calls for renewed focus on healthy employment relations to support high productivity and the availability of quality, well-paid jobs.

The Advisory, Conciliation and Arbitration Service (Acas) has published a report highlighting the need for enhanced workplace support for neurodivergent employees. The research suggests that proactive workplace support for neurodivergent staff reduces employee turnover and improves outcomes. The research found that 15-20% of adults in the UK are neurodivergent and one case study organisation reduced staff turnover to 8% compared to the 34% national average through implementing neuroinclusive practices. The report also emphasises that diagnosis should not be required for workplace adjustments.

The Advisory, Conciliation and Arbitration Service (Acas) has published a revised draft code of practice on time off for trade union duties and activities, updating the existing code to reflect amendments to the Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A 1992) introduced by the Employment Rights Act 2025 (ERA 2025). The draft code was laid before Parliament in July 2026. Subject to completion of parliamentary procedure, the intention is that it will be brought into force alongside the changes to the statutory framework in October 2026.

The Advisory, Conciliation and Arbitration Service (Acas) has published survey findings indicating that many employers are failing to provide effective workplace support for neurodivergent employees. The YouGov survey of 1,000 workers in Great Britain found that 35% consider their employer ineffective at training managers to support neurodiversity, while only 32% believe their organisation effectively trains managers to make reasonable adjustments. The survey follows on from an independent research report published by Acas examining the broad trends around neurodiversity in the workplace in the UK, and how employers can best adjust to create inclusive workplaces.

FORTHCOMING CHANGES: Changes to NDAs are contained in section 6 of the Victims and Courts Act 2026 (VCA 2026) and section 24 of the Employment Rights Act 2025 (ERA 2025). Under VCA 2026, s 6 (not yet in force), a new section 17 will be inserted into VPA 2024 that will allow a victim of criminal conduct, or a person who reasonably believes they are a victim, to make a disclosure to anyone for any purpose. With the exception of 'excepted agreements', a non-disclosure agreement (NDA) will be void in so far as it purports to preclude a victim making an allegation or disclosure relating to criminal conduct (or relating to the response of the employer or other party to the NDA to criminal conduct). ERA 2025, s 24 introduces a parallel regime by inserting a new ERA 1996, s 202A, which will make an NDA void if it seeks to prevent a worker from speaking out about relevant harassment or discrimination, or the employer's response. For more information, see Practice Notes: Legislation tracker—Employment,

FORTHCOMING CHANGES: Changes to NDAs are contained in section 6 of the Victims and Courts Act 2026 (VCA 2026) and section 24 of the Employment Rights Act 2025 (ERA 2025). Under VCA 2026, s 6 (not yet in force), a new section 17 will be inserted into VPA 2024 that will allow a victim of criminal conduct, or a person who reasonably believes they are a victim, to make a disclosure to anyone for any purpose. With the exception of 'excepted agreements', a non-disclosure agreement (NDA) will be void in so far as it purports to preclude a victim making an allegation or disclosure relating to criminal conduct (or relating to the response of the employer or other party to the NDA to criminal conduct). ERA 2025, s 24 introduces a parallel regime by inserting a new ERA 1996, s 202A, which will make an NDA void if it seeks to prevent a worker from speaking out about relevant harassment or discrimination, or the employer's response. For more information, see Practice Notes: Legislation

This Practice Note provides practical guidance on the World Trade Organization’s (WTO) accession process. Introduction In order to join the World Trade Organization a state or customs territory must have full autonomy in the conduct of its trade policies. Once a state or customs territory has such autonomy, it would start the process of negotiating its accession to the WTO as all Member States of the WTO has to negotiate its accession as all existing WTO Member States must agree to that state or customs territory accession. This accession process if for states or customs territories which want to join the WTO after its formation. The original contracting parties to the General Agreement on Tariffs and Trade 1947 became original Member States of the WTO through the operation of Article XI Marrakesh Agreement Establishing the World Trade Organization (Marrakesh Agreement). Legal basis for accession Article XII of the Marrakesh Agreement contains the legal basis for accession to the WTO. Article XII:1 provides that any state or separate customs territory possessing full autonomy in the conduct of

In line with the commitment made in NDA’s Strategy, the NDA’s 2011/2012 Business Plan earmarked several Magnox sites (Trawsfynydd and Bradwell) for accelerated decommissioning. Under this plan, funds are directed at swift closure of certain plants.

Proceedings governed by CPR Part 55 to recover possession of a property let on an assured shorthold tenancy where possession only is sought (ie no other claim, such as for unpaid rent is made). The proceedings are usually dealt with on paper, without the need for a hearing.

The Accelerated Settlement Taskforce (AST)’s Technical Group is consulting on draft recommendations for the UK’s transition to T+1. Responses to the draft recommendations are sought by 31 October 2024. The final version of the recommendations will be published at the end of 2024 and will finalise an implementation date and a schedule of work covering the period of transition to T+1.