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Russian Non-Biometric Passports: Schengen Recognition Update
The European Commission updated its list of third-country travel documents recognised by Schengen member states for visa issuance and border crossing purposes. What Has Changed? On 31st August 2026, the European Commission released an updated list of third-country travel documents recognised by Schengen member states for visa issuance and border crossing purposes. The update…
Duty to inform workers of their right to join a trade union has been delayed until January 2027
For those of you thinking that you had enough to contend with this October (ALL reasonable steps to prevent harassment & preventing third party harassment for starters) you might be pleased to know that on Friday the Government announced that the duty to inform workers of their right to join a trade union has been…
Ngole v Touchstone: EAT Clarifies the Difference Between Religious Belief and Its Expression
The Employment Appeal Tribunal decision in Ngole v Touchstone provides important guidance on the distinction between a protected religious belief and the way in which that belief is expressed. The case highlights the care employers must take when making recruitment decisions based on an applicant’s social media activity, while also reinforcing the protection afforded to…
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View Adele MartinsDepartment: EmploymentAdele is Partner and leads the Employment Department
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View Ben SheldrickDepartment: UK ImmigrationBen is the firm's Managing Partner and leads the Immigration Department
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Russian Non-Biometric Passports: Schengen Recognition Update
The European Commission updated its list of third-country travel documents recognised by Schengen member states for visa issuance and border crossing purposes. What Has Changed? On 31st August 2026, the European Commission released an updated list of third-country travel documents recognised by Schengen member states for visa issuance and border crossing purposes. The update…
Duty to inform workers of their right to join a trade union has been delayed until January 2027
For those of you thinking that you had enough to contend with this October (ALL reasonable steps to prevent harassment & preventing third party harassment for starters) you might be pleased to know that on Friday the Government announced that the duty to inform workers of their right to join a trade union has been…
Ngole v Touchstone: EAT Clarifies the Difference Between Religious Belief and Its Expression
The Employment Appeal Tribunal decision in Ngole v Touchstone provides important guidance on the distinction between a protected religious belief and the way in which that belief is expressed. The case highlights the care employers must take when making recruitment decisions based on an applicant’s social media activity, while also reinforcing the protection afforded to…
The FCA’s New Non-Financial Misconduct Rules: Why Culture Has Officially Become a Regulatory Issue
For years, workplace issues such as bullying, harassment and inappropriate behaviour were generally viewed through an employment law or HR lens. From 1 September 2026, that position changed significantly for FCA-regulated firms. Serious non-financial misconduct may now have direct regulatory consequences where it is sufficiently connected to an individual’s role or workplace activities. Whilst much…
Saudi Arabia: 100% Saudisation Deadline for Admin Roles – Act Before 4 October 2026
In this post we focus on changes to the Saudisation percentage requirement for targeted administrative support occupations in private sector establishments. As the key deadline is 4th October 2026 we set out what employers should do now. The 100% Saudisation requirement? The Ministry of Human Resources and Social Development introduced a 100% Saudisation requirement…
EAT Judgment of Kankanalapalli v Loesche Energy Systems [2026]
The recent Employment Appeal Tribunal (EAT) decision in Kankanalapalli v Loesche Energy Systems Ltd is a useful reminder that an accepted job offer can create legally binding obligations long before an employee’s first day at work and the assumption that a “conditional” offer can be withdrawn at any point before employment begins may be misguided….