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.

Updated statutory requirements for document checks to include digital verification services and revised liability rules for contractors and online matching platforms.

These Regulations amend existing immigration orders to integrate digital verification services into the 'right to work' and 'right to rent' checking processes.

They mandate that employers and landlords wishing to establish an excuse against civil penalties must increasingly rely on registered Digital Verification Service Providers (DVSPs) when using technology for facial recognition or document validation.

The document also introduces new compliance requirements for complex labor arrangements, such as online matching services and subcontracting chains, and Brings into force four revised codes of practice regarding civil penalties and the avoidance of unlawful discrimination.

These measures apply to all employers in the UK and landlords or agents managing residential tenancies in England, Wales, Scotland, and Northern Ireland.

Amended the 2005 Regulations to require the inclusion of claimant names in the Register of Judgments, Orders and Fines while establishing specific exemptions and a transitional period.

This statutory instrument amends the Register of Judgments, Orders and Fines Regulations 2005 to require court officers to include the full name of the claimant when submitting information for the public register of money judgments.

It applies to court officials and the Registrar in England and Wales, mandating that claimant names be recorded unless the party has been granted legal anonymity or the judgment relates to specific categories such as administration orders and certain tribunal decisions.

The regulations also establish a transitional period during which the Registrar is not required to publish these names immediately.

Commenced section 48 of the Border Security, Asylum and Immigration Act 2025 to extend illegal working prohibitions to additional working arrangements.

These Regulations bring into force section 48 of the Border Security, Asylum and Immigration Act 2025 on 1 October 2026.

This section amends the Immigration, Asylum and Nationality Act 2006 to extend the prohibition of illegal working to arrangements beyond standard contracts of employment and expands the scope of associated civil penalties.

The instrument applies to the Secretary of State and those engaged in, or overseeing, various working arrangements within the United Kingdom.

Established procedural rules and maximum percentage limits for recovering public debt via direct bank account and salary deductions.

These Regulations establish the procedural framework for the Minister to recover public sector debts through direct deduction orders (DDOs) against bank accounts and deduction from earnings orders (DEOs).

They apply to banks, employers, and individuals identified as liable for public sector fraud or error in England and Wales.

The instrument specifies maximum deduction rates based on income bands, ranging from 3% to 40%, and mandates that certain funds like social security benefits and employer payroll costs are exempt from recovery actions.

Additionally, the regulations define time limits for bank compliance, administrative fee caps, and the priority of these orders relative to other court-ordered debts.

Amended police conduct and vetting rules to mandate officer suspensions for serious charges and standardized vetting assessments for new recruits.

These Regulations amend existing police conduct, vetting, and performance rules in England and Wales to establish stricter suspension and vetting requirements for police officers and candidates.

They mandate suspension for officers charged with specific serious offences or domestic abuse, define "listed offences" that trigger automatic administrative actions, and introduce a requirement for police candidates to hold vetting clearance granted within six months of their appointment.

The regulations apply to chief officers of police, the College of Policing, and the Independent Office for Police Conduct, directing how these authorities must delegate functions, conduct reviews, and notify officers of disciplinary or vetting decisions.

Amended maritime labour regulations to expand ship security documentation requirements and mandate seafarer rights disclosures by recruitment agencies.

This statutory instrument amends existing UK maritime regulations to align with international standards set by the Maritime Labour Convention.

It directs shipowners to include the identity of a ship's registered owner on security documents and mandates that recruitment agencies inform seafarers of their rights under financial protection systems before employment begins.

The regulations apply to shipowners, registered owners, and employment agencies or businesses involved in the recruitment and placement of seafarers on sea-going ships.