On 29 January 2026, the Ministry of Housing, Communities and Local Government published a policy statement setting out a short-term intervention to unlock stalled section 106 (S 106) affordable housing, alongside a broader programme of reform to improve the efficiency, consistency and long-term resilience of S106 delivery. The document confirms the government’s intention to retain S106 as a central mechanism for securing affordable housing and indicates that the roadmap will be updated in spring 2026.

Pensions analysis: The Pensions Ombudsman has upheld a complaint about an insurer’s lack of flexibility over a guaranteed annuity rate. Martin Scott of gunnercooke LLP looks at the decision.

Law360, London: Insurers are wrong to have deducted an estimated £1bn of taxpayer-funded furlough grants issued during the coronavirus (COVID-19) pandemic, representatives for policyholders argued before the UK Supreme Court on 11 February 2026 in a landmark case for business interruption claims.

Insurance & Reinsurance analysis: The Court of Appeal decided that ‘at the premises’ (or ‘ATP’) disease clauses in business interruption (BI) insurance policies cover losses suffered by businesses because of coronavirus (COVID-19) lockdowns. These clauses provide cover for BI losses caused by occurrences of notifiable diseases ‘at the premises’ of the insured when where the loss is also concurrently caused by occurrences of notifiable disease outside the premises. The proceedings were brought by various businesses against their insurers on BI policies that contained ATP clauses. The central question was whether each instance of coronavirus in the UK was a concurrent proximate cause of the government lockdowns for the purposes of ATP cover. The policyholders argued that it was, by analogy with the Supreme Court’s decision in FCA v Arch Insurance Ltd [2021] UKSC 1, which concerned disease cover for BI losses caused by coronavirus cases occurring within a certain radius of the insured premises. The judgment of the Court of Appeal confirms that the Arch causation analysis does apply to ATP disease clauses, raising the prospect that it may apply to yet further categories of BI policy wording. Written by Lucas Jones and Maud Mullan, barristers at 3 Verulam Buildings.

1 Purpose and scope 1.1 [Name of organisation] uses closed circuit television (CCTV) to provide a safe and secure environment for staff, visitors and customers, and to protect company property. This policy relates to the use and management of CCTV [throughout our premises OR at [insert details of any specific premises]] 1.2 This policy sets out the accepted use of the CCTV equipment and images to ensure compliance with relevant data protection and privacy laws including: Assimilated Regulation (EU) 2016/679, the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA 2018) (together referred to as the ‘Data Protection Legislation’), and related laws including but not limited to the Human Rights Act 1998 (all referred to collectively in this policy as the CCTV Laws). 1.3 This policy has been produced in line with the Information Commission’s Office guidance[ and the Surveillance camera code of practice]. This policy should be read alongside our [Data Protection Policy]. 1.4 We reserve the right to change this policy at any time, and any such changes will be notified to staff, visitors and customers. 2 Your responsibility to comply with

1 Introduction 1.1 This policy sets out the Company’s approach to testing staff for coronavirus (COVID-19). It supplements, but does not replace, the Company’s health and safety[, coronavirus workplace safety] and sickness absence policies. 1.2 This policy does not form part of any contract of employment and the Company may amend it at any time. 1.3 This policy applies to all employees, workers and contractors. 1.4 This policy has been written [following discussions OR in consultation] with [the recognised trade union OR employee representatives OR a representative group of employees]. 1.5 The information set out in this policy is taken from guidance on the Department of Health and Social Care (DHSC) and other government websites that are updated frequently. While we will try to keep this policy up-to-date, we strongly recommend that all staff familiarise themselves with the relevant DHSC and other guidance and check regularly for updates. We will also issue updates to staff, typically by email, if changes to the government guidance affect this policy. 2 Why we think workplace testing is important 2.1 The coronavirus pandemic continues to have a significant impact on all of

1 Introduction 1.1 This policy sets out the Company’s approach to staff vaccination against coronavirus (COVID-19). It supplements, but does not replace, the Company’s health and safety[, coronavirus workplace safety] and sickness absence policies. 1.2 This policy does not form part of any contract of employment and the Company may amend it at any time. 1.3 This policy applies to all employees, workers and contractors. 1.4 This policy has been written [following discussions OR in consultation] with [the recognised trade union OR employee representatives OR a representative group of employees]. 1.5 The information set out in this policy is taken from guidance on the NHS and other government websites that are updated frequently. While we will try to keep this policy up-to-date, we strongly recommend that all staff familiarise themselves with the relevant NHS and other guidance and check regularly for updates. We will also issue updates to staff, typically by email, if changes to the government guidance affect this policy. 2 Why we think vaccination is important 2.1 The coronavirus pandemic continues to have a significant impact on all of our lives, and on how we operate as a business.

1 Introduction 1.1 This policy sets out an overview of the Company’s arrangements for ensuring workers stay healthy and safe while they are working in the Company’s premises during the coronavirus (or COVID-19) pandemic. The government guidance states that COVID-19 is expected to be a feature of our lives for the foreseeable future, so we need to learn to live with it and manage the risk to ourselves and others. It supplements, but does not replace, the Company’s health and safety policy. 1.2 This policy does not form part of any contract of employment and the Company may amend it at any time. 1.3 This policy applies to all employees, workers and contractors. 1.4 The main way of spreading coronavirus is through droplets and aerosols that come into contact with the eyes, nose or mouth, or can be breathed in by another person, or passed on via surfaces or touch. In general the risk of catching or passing on COVID-19 is highest when you are physically close to the other person. Current government guidance recommends: 1.4.1 getting vaccinated; 1.4.2 meeting outdoors where possible, and letting fresh air into enclosed spaces;

1 Introduction 1.1 The purpose of this policy is to explain the statutory rights relating to Sunday [shop OR betting] work. The policy's contents satisfy the Company's obligations under the Employment Rights Act 1996, s 42. 1.2 [If you were already employed by the Company as a [shop worker on 25 August 1994 OR betting worker on 2 January 1995], different rules will apply to you. Please contact [the HR department] for further information about your rights.] 2 Statutory rights 2.1 [You have become employed as a shop worker and are, or can be, required under your contract of employment to do Sunday work. OR

1 Introduction 1.1 This policy sets out the approach that [enter name of organisation] (the Company) will take in relation to the rights enjoyed by employees, and certain agency workers, to: 1.1.1 paid time off work to attend adoption appointments; or alternatively 1.1.2 unpaid time off work to attend such appointments 1.2 It also sets out the steps you should take if you wish to take either paid or unpaid time off to attend an adoption appointment. 1.3 This policy applies only to employees and, in certain circumstances, to agency workers. It does not apply to consultants[, contractors] [, volunteers] [, interns] or casual workers. 1.4 [This policy has been [agreed OR implemented following consultation] with [[enter name of relevant trade union(s)] OR [enter name of works council] OR [enter name of staff association]].] 1.5 This policy does not form part of any contract of employment and the Company may amend it at any time. 2 Choosing whether to take paid or unpaid time off 2.1 If you have been notified by an adoption agency that a child is to be, or is expected to be, placed for adoption with you alone, then

1 Introduction 1.1 This adoption policy sets out the rights and responsibilities of employees who intend to adopt a child under 18. It is designed to be as comprehensive as possible and mirrors, as far as possible, our [maternity leave policy]. The main difference is that adoption leave is not just available to women (although where a couple adopt a child, only one parent will be allowed to take adoption leave). If you are adopting a child from overseas, the procedures are slightly different—please contact [enter details, eg the HR department] for further information. Certain other employees may also be entitled to adoption leave and pay, namely (a) foster parents who have children placed with them with a view to adoption, and (b) those who have entered a surrogacy arrangement with a woman, and have been granted, or intend to apply for, a parental order in relation to the child that she has—please contact [enter details, eg the HR department] for further details. 1.2 This policy [has been agreed in consultation with [the trade union OR staff association OR employees] and]

1 Introduction 1.1 This adoption policy sets out the rights and responsibilities of employees who intend to adopt a child aged under 18 in relation to adoption leave and pay. 1.2 This policy applies to all employees only. It does not apply to agency workers, consultants or self-employed contractors. 1.3 This policy is for guidance only and does not form part of your contract of employment. We may amend it at any time, and details of any alterations or additions will be notified to you.[ The policy outlines the rights employees are given by law but is intended to be a summary only and not a complete statement of your rights.] Please contact [the HR department] if you have any queries about your entitlement. 1.4 If you want to take time off work to attend an adoption appointment, please refer instead to our [Adoption appointments policy], as these issues are not covered in this policy. 1.5 Our adoption leave policy mirrors, as far as possible, our [maternity leave policy], but the main difference is that adoption leave is not just available to women (although