With Andy Burnham expected to become the next Prime Minister later this month, it raises questions about the future direction of UK immigration policy. With the government facing pressure from business groups demanding labour market flexibility while simultaneously confronting the threat posed by Reform UK, immigration could become one of the defining tests of a Burnham premiership. Andy Burnham The key question is whether Burnham will soften some of Labour’s planned restrict

A forthcoming Burnham administration will have to confront the tension between demonstrating migration control and businesses’ need for skilled workers to foster economic growth. The next government will also have to examine Labour's earned settlement proposals, which would extend the standard settlement period for migrants from 5 to 10 years and introduce a new framework assessing their economic and societal contributions. Commenting to Solicitors Journal and Employer News,

Managing Partner, John Hayes' thoughts on the possible direction of travel for employment law under a government led by Andy Burnham have been picked up by the press. John's believes that a Burnham-led government may signal a more “interventionist” approach to workplace regulation, but that this must be balanced against the need to drive economic growth and maintain labour market flexibility. John urges employers to have their voices heard by engaging with the consultation on

Congratulations to Andy Burnham, mayor of Manchester, for winning the Makerfield by-election overnight. It now seems inevitable that he will challenge Sir Keir Starmer for the leadership of the Labour Party and, if everything is to be believed, shortly become the sixth Prime Minister of the UK since the Brexit vote of 2016. It is widely believed that this would mean be a more populist left leadership within the Labour Party. So, what would this mean for employment law in

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

The House of Lords has this week stood firm against the government’s proposal to introduce "day-one" unfair dismissal rights, and have once again reaffirmed their position that there should be a six-month qualifying period. Peers argued that businesses need greater clarity and stability before such sweeping changes take effect. Speaking to People Management, Constantine Law partner, Alan Lewis , pulled no punches, describing the proposed shift from a two-year qualifying perio

In the latest episode in our podcast series, our new business immigration team, Alex Finch and Rebecca Tester introduce themselves before going on to discuss recent major changes to the UK’s immigration system. The UK government’s recent white paper on immigration sets out reforms designed to reduce net migration, shift focus towards domestic workforce development, and recalibrate the balance between attracting global talent and controlling settlement. Among the most signif