Transferred the assets and specific liabilities of British Steel Limited to a government-owned successor company and renamed both entities.

These Regulations transfer nearly all property, rights, and liabilities of British Steel Limited (ACo) to SPV 2026 Limited (BCo), a company owned by the Secretary of State, effective 16 July 2026.

The instrument excludes specific financial obligations, such as intra-group debts and unsecured loans, which remain with the original company.

It mandates that BCo assume the legal identity of British Steel Limited for the purpose of existing contracts and legal proceedings, while ACo is renamed 2026 Transferor Company Limited and BCo is renamed British Steel Limited.

Established the administrative rules and publication requirements for the Civil Nuclear Police Authority's barred and advisory lists regarding dismissed personnel.

These regulations require the Civil Nuclear Police Authority to maintain and manage a barred list and an advisory list for constables and civilian employees.

The instrument specifies what information must be recorded—such as names, ranks, and reasons for dismissal—and mandates the publication of certain details regarding dismissed constables for a five-year period, provided national security or personal safety is not compromised.

It establishes procedures for automatic removal from the lists in cases of death, successful appeal, or the passage of time, and creates a process for individuals to apply for removal after a minimum period of three or five years.

Established the administrative requirements and removal procedures for the National Crime Agency's barred and advisory lists.

These Regulations require the Director General of the National Crime Agency to maintain and manage two specific lists: the barred list, for individuals dismissed for misconduct, and the advisory list, for those who resigned or retired while subject to investigations.

The document mandates the inclusion of specific personal and professional details for listed individuals, including the nature of the conduct or allegations involved.

It further establishes procedures for the automatic removal of individuals in cases of death, successful legal appeals, or findings of unfair dismissal, and creates a statutory process for individuals to apply for removal from either list after five years.

Established the procedures for maintaining, publishing, and removing names from the Ministry of Defence Police barred and advisory lists.

These Regulations establish the administrative and legal framework for the Ministry of Defence Police (MDP) barred and advisory lists as required by the Crime and Policing Act 2026.

They direct the Secretary of State to maintain records of MDP constables who have been dismissed for misconduct or performance issues, and those who resign or retire while under investigation.

The regulations apply to the Secretary of State, the Ministry of Defence Police, and individuals formerly employed by the MDP, mandating the publication of certain barred individuals' details while providing mechanisms for removal from these lists based on time, death, or successful appeal.

Established the administrative framework and transparency requirements for the British Transport Police Authority to maintain records of dismissed or investigated personnel.

These Regulations require the British Transport Police Authority to maintain a barred persons list and an advisory list for constables and civilian employees.

The instrument specifies what personal and professional information the Authority must record, sets conditions for the publication of barred list data, and establishes protocols for the automatic or requested removal of individuals from these lists.

It applies to the British Transport Police Authority, the Chief Constable, and current or former members and civilian employees of the British Transport Police Force in England, Wales, and Scotland.

Extended the time limit for bringing employment contract claims in England and Wales from three to six months.

This Order amends the Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994 to increase the time limit for employees to bring breach of contract claims before an employment tribunal.

It extends the period from three months to six months for claimants in England and Wales.

The provisions apply to individuals whose employment terminated on or after 1st October 2026, or whose last day of work occurred on or after that date in cases where no formal termination date exists.

Extended the time limit for presenting various employment tribunal complaints from three months to six months, effective for incidents occurring on or after 1 October 2026.

These Regulations extend the statutory time limits for bringing various employment-related claims before an Employment Tribunal from three months to six months.

The instrument amends specific regulations concerning part-time workers, fixed-term employees, information and consultation rights, blacklisting protection, zero-hours contract exclusivity, and whistleblowing protections in NHS recruitment.

These changes apply to specific acts, failures to act, or the last in a series of such events occurring on or after 1 October 2026 in England, Wales, and Scotland.

Established the mandatory information and procedural requirements for trade union workplace access requests and employer response notices starting October 2026.

These Regulations prescribe the formal requirements and information that trade unions and employers must exchange when seeking or responding to requests for workplace access under the Trade Union and Labour Relations (Consolidation) Act 1992.

The instrument mandates that unions provide specific details, including their certificate of independence, the purpose of access, and the identities of responsible officials, while requiring employers to respond within set parameters to agree to or contest the request.

It also establishes the procedures for the Central Arbitration Committee to be notified of any negotiated agreements, variations, or revocations, applying to all qualifying trade unions and employers in England, Wales, and Scotland.