The Home Office’s new A Fairer Path to Settlement  proposals could leave hundreds of thousands of migrant workers waiting far longer to settle in the UK. Constantine Law's immigration partner Alex Finch  speaking to Personnel Today , warns the plans will “require a fundamental re-engineering of the UK immigration system,” creating clear winners and losers. Alex comments: “The focus of the statement is on the contribution of the individual. But that is hard to reconcile with

CONSTANTINE LAW November 20 th ,  2025   The government has today published a statement and consultation on proposals for earned settlement.  The Immigration White Paper published in May 2025 confirmed that a consultation would be launched before the end of the year.  However, according to Alex Finch Business Immigration Partner at Constantine Law,  the accompanying statement published today is more thorough than might have been expected and represents another strong statemen

Non-compete litigation is climbing sharply, with High Court claims issued by employers against former staff up 43 per cent this year, according to a new report. A rise in business creation (up 3.5% year on year) and a slowdown for permanent hiring sending professionals into self-employment are cited as two possible reasons for this rise. Commenting to People Management, Constantine Law partner, Alan Lewis , warns that October 2026 will mark a major turning point: the use of

Law meets leadership: Why It’s time to rethink how we solve workplace challenges In the ever-shifting landscape of modern work, the challenges facing UK employers and employees have never been more complex or more interconnected. From navigating hybrid work and mental health expectations to dealing with AI’s impact on jobs and keeping abreast of changing regulations, every decision at work now has both a human and a legal dimension. That intersection—where leadership meets la

The government is legislating to remove some of the citizenship rights it granted to Chagossians in 2022.  This is illogical and unnecessary, and with the future of the Bill now uncertain, this aspect should be scrapped. This week, the government failed to put forward a committal motion in relation to the Diego Garcia Military Base and British Indian Ocean Territory Bill.  The Bill cleared its Second Reading in the House of Lords on Tuesday, but there were concerns that the g

The Judgment in the case of Tom James Tailoring v Max Potter has been reported in the legal press, describing it as a "significant judgment". See further links below: Sunday Times: My work gave me an ultimatum: resign or abstain from drink City AM: High Court rejects Tom James' legal case against former employee Law News: Judgment published for Tom James UK Limited-vs-Max Potter 5- Day High Court restrictive covenant trial | LawNews.co.uk Solicitors Journal: High Court rules

PRESS RELEASE 06.11.25 Business Immigration lawyers at Constantine Law advise employers to consider early sponsorship of overseas workers to ensure retention of their talent pipeline                        -Prices of sponsorship to rise on December 16th 2025        A significant price hike for sponsors of foreign workers has been confirmed to take effect on 16 December 2025.  From this date onwards, when a foreign worker is sponsored, sponsors will be required to pay £1,320 p

PRESS RELEASE 05.11.25 The Honourable Mr Justice Ritchie decides that a  UK “ contract goes further than is reasonably necessary to protect the Claimant’s legitimate business interests and is unenforceable.”     The Honourable Mr Justice Ritchie has published judgment following the five-day Tom James -vs – Max Potter case heard in High Court between 15-21 October 2025. Tom James UK Ltd v Potter [2025] EWHC 2873 (KB) (04 November 2025)   His ruling states that Tom James,  the

The Employment Rights Bill should receive Royal Assent this month.  On 28 October 2025, the House of Lords considered the House of Commons’ amendments to the Employment Rights Bill.  The Lords proposed changes to: 1.       zero-hours clauses (amending their own amendment); 2.       the day-one right to unfair dismissal protections (insisting on a 6-month qualifying period, rather than day-one); and 3.       industrial action ballot thresholds (disagreeing with the proposal t