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Based in the City of London for over 150 years, Devonshires is a leading practice providing high-quality, accessible and value-for-money services to domestic and international clients, including developers, local authorities, housing associations and financial services firms. The practice focuses on building strong, long-lasting relationships in order to achieve outstanding results based on practical advice. The foundation of its success is its commitment to people, both its own and those working for its clients. The firm ensures its staff have access to high-quality training and fosters ‘one to one’ connections between its solicitors and clients.
The firm acts on a broad range of matters including projects, property and real estate, securitisation, construction, housing management, commercial litigation, employment, banking, corporate work, and governance. The practice is a leader in social housing, including working on many development projects nationwide and helping to draft legislation.
Ofcom’s discussion papers outline an evaluation framework for online safety measures under the UK Online Safety Act 2023. They provide a four-stage process and a case study on Twitch’s content labeling changes, offering practical insights for services navigating compliance and safety measures.
United Kingdom
Employment and HR
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The UK Government has published its new Employment Rights Bill. Consultation is
expected to commence in 2025, with the majority of changes unlikely
to take effect before 2026. A Fair Work Agency will be established
to enforce workers’ rights and provide guidance to
employers.
Key proposals include:
Family friendly rights: Flexible working (where
‘practicable’) and other family leave will be day one
rights. Changes may take effect before 2026. Enhanced protection
for pregnant women and new mothers includes protection from
dismissal for six months after returning to work. Bereavement leave
is to be introduced.
Day one unfair dismissal: Implementation will
not be before Autumn 2026. A maximum statutory
probation period of nine months is also proposed and will be the
subject of consultation.
Statutory sick pay reforms: SSP to be claimed
from the first day of sickness, and the lower earnings limit will
be removed. Changes may take effect before 2026.
Protection from harassment: Employers to take
all reasonable steps to prevent sexual harassment.
Protection from harassment at work by third parties is to be
reintroduced.
Industrial relations: Various restrictions on
industrial action are to be repealed, and trade union rights
strengthened.
Zero hours contracts: Guaranteed contractual
hours for zero-hours workers who work regular hours over a defined
period, and rights to reasonable notice of shifts and changes wil
be introduced.
What else is on the horizon?
A number of proposals sit outside the Bill and include
longer-term goals.
Single status of “worker”: Extensive
consultation is expected on the proposal to have one category of
worker (instead of employees and workers). This change will not be
immediate.
Ethnicity and disability pay gap: Proposed
reporting obligations are subject to consultation and will not be
imminent.
Right to switch off: The right will be set out
in a Code, rather than in statute, suggesting some flexibility.
This may perhaps be achievable more quickly than other reforms.
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