Legal Update – The Renters’ Rights Bill

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We are now close to the Renters Rights Bill receiving Royal Assent (where the Bill will become law) likely to be announced next week.

The Bill has navigated its way through the ‘ping pong’ phase in the House of Lords and will be back in the House of Commons next week for the final time where it is expected to be passed.  As set out in my previous updates the new Act will remove the right for landlords to use s.21 ‘no-fault’ evictions and will end fixed term tenancies with all tenancies becoming monthly periodic tenancies.

The majority of these provisions will not take effect immediately and we are awaiting to hear when this new tenancy system will be implemented which is likely to be around summer 2026 to allow landlords and professionals time to prepare and be ready for the changes.  Keep an eye out for further updates.

In the meantime, for those still wanting to serve a section 21 notice there was a recent County Court Appeal judgment in Cassell v Sidhu which concerned pre-tenancy gas safety certificates and those that do not have a full set of gas safety certificates and how this affects the validity of a section 21 notice.

In summary it highlighted the importance for the Landlord’s name and address to be correctly identified on the GSC, for new tenants to be provided with copy of GSC of the last record before they occupy the property and for landlords to retain GSC until there has been two further checks.

For more information and advice on this and how this may affect you please contact our Property Litigation Team at [email protected]

Possible introduction of fees payable for presenting Employment Tribunal claims

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STOP PRESS
Government will not be re-introducing employment tribunal fees. On 9 October 2025, the new Lord Chancellor and Justice Secretary, David Lammy MP, advised that the government would not be re-introducing fees in the employment tribunals.

It has been reported in the media that the government is considering re-introducing fees in the employment tribunals.  Fees were payable for bringing claims back in 2017 but abolished when it was ruled unlawful by the Supreme Court.  The Employment Rights Bill is expected to see more claims being issued and therefore delays in cases being dealt with.  It is said that the government is looking at the Ministry of Justice’s spending on the justice system generally.

Follow us for more updates on the new Bill and other employment related issues and changes.  Instruct us for all areas of employment law advice and representation as an employee or employer.

The Employment Rights Bill has entered its final parliamentary stages.

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The Employment Rights Bill has entered its final parliamentary stages.   The House of Commons rejected significant non-government amendments passed by the House of Lords at Report Stage.

The Bill will now return to the House of Lords, with reasons given by a House of Commons Committee for rejection of the amendments. In particular:

• Retaining a six-month qualifying period for unfair dismissal was rejected because it is considered appropriate for protection from unfair dismissal to apply from the beginning of employment. Therefore the Bill is still likely to proceed on the basis that there will be day one rights for protection from unfair dismissal for employees – a radical change from the current two year qualifying period.
• Replacing the proposed duty for employers to offer a guaranteed hours contract with a right for workers to request one was rejected because it is considered appropriate for workers who meet the qualifying criteria to receive a guaranteed hours offer.
• Defining “short notice” for the purposes of compensation for cancelled shifts to be 48 hours was rejected because this would pre-empt consultation and limit the government’s discretion.
• Permitting employees to be accompanied at disciplinary and grievance hearings by a “certified professional companion” was rejected because it would likely lead to an increase in the cost, complexity and length of such hearings.

 

We have now achieved accreditation for Cyber Essentials Plus

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Adams Harrison is delighted to have achieved accreditation for Cyber Essentials Plus, after having held the Cyber Essentials accreditation for a number of years.

Cyber Essentials and Cyber Essentials Plus are both UK government-backed cybersecurity certifications, but Cyber Essentials Plus adds an extra layer of assurance through a technical audit.

In essence, Cyber Essentials Plus provides a more rigorous validation of our cybersecurity posture by confirming that the controls are effectively working, not just documented.

Adams Harrison are committed to implementing measures to further improve our cyber security and protect personal data and client money.

Adams Harrison – renewed membership of the Law Society Conveyancing Quality Scheme (CQS)

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We are delighted to have renewed our membership to the Law Society Conveyancing Quality Scheme (CQS) for another 12 months. CQS is a recognised quality standard for SRA regulated firms in residential conveyancing. Each year we must demonstrate that we are able to offer residential conveyancing advice of the level expected by clients, lenders and the wider residential conveyancing community. We are proud to have held the CQS accreditation since 2011.

Adams Harrison invited to celebrate 150 years of PEM at St John’s College, Cambridge

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Roslyn Sweeney was delighted to be invited to attend PEM’s 150th anniversary event on Thursday 18th July at St John’s College, Cambridge.

Adams Harrison have worked with PEM (Peters Elworthy & Moore Accountants, Business and Tax Advisers) for many years. It was a perfect day to enjoy the beautiful grounds of St John’s College and the river Cam.

Bright blue, white, and beige balloon display at outdoor event celebrating 150 years of PEM.

Outdoor professional networking event at historic estate in the UK, attended by diverse business professionals.

Charming canal scene in Cambridge with boat, historic buildings, lush greenery, and peaceful waters.

Elegant event outside historic castle in Oxfordshire, perfect for corporate and social gatherings.

Live jazz band performing outdoors at a garden event.

Thanks from Haverhill Scout and Guide Building Committee

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We were delighted to receive this message of thanks from the Haverhill Scout and Guide Building Committee for donating towards their building fund. Adams Harrison work closely with our communities in Saffron Walden, Haverhill and Sawston and are keen to support local initiatives for betterment within those communities.

We would like to thank you for the very generous donation of £1000 you have made to the Haverhill Scout and Guide HQ building fund, via HaverSports. We have now received the money. This money is greatly appreciated and will be used to improve the facilities and benefit all the local groups that access the site.

Thank you also for all the support you have provided HaverSport in the past, that has enabled fundraising. All of this contributed to the building project and has enabled us to build the amazing new building we now have. This has made a massive difference to the Scouts and Guides in Haverhill as well as other community groups.

With very best wishes,
Abi

On behalf of the Haverhill Scout and Guide building committee.

 

Employment Rights Bill – Roadmap Unveiled

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On 1st July 2025, the UK Government published a roadmap to reform employment law through the Employment Rights Bill. They set out a phased plan from later this year through to 2027 to deliver “the biggest upgrade to workers’ rights in a generation”.

The roadmap introduces over 30 individual reforms, split across key implementation dates. Employers, HR professionals and employees need to understand how these changes could affect their rights, responsibilities and workplace practices. Some of the biggest changes, in particular, the day one right to claim unfair dismissal, will not come into force now until 2027.

What is changing and when?

• After the bill is passed (expected 2025) there will be an immediate repeal of the Strikes Act 2023 and the majority of the Trade Union Act 2016. Protections against dismissal for taking industrial action will also come into force.

• In April 2026 the collective redundancy protection, day one paternity leave rights and unpaid parental leave will be implemented. New whistleblowing protections, changes to statutory sick pay and the establishment of the fair work agency are also planned.

• In October 2026 fire and rehire will no longer be permitted and new rights and protections for trade union representatives will come in. Employers will need to take “all reasonable steps” to prevent sexual harassment and they will have a new obligation to prevent third party harassment.

• The remaining changes will likely come in 2027, including the day one right to protection from unfair dismissal, improving access to flexible working, further harassment protection and ending exploitative zero-hour contracts.

The roadmap is designed to give businesses time to prepare, however, clear comprehensive guidance will be produced to help organisations navigate the change. Employers will need to ensure that contracts and policies are reviewed ahead of each implementation phase and enhance internal processes around flexible working, redundancy, sick pay and parental leave. Employers must ensure compliance with new obligations and prepare for greater tribunal exposure.

Follow along with us for more updates on the Employment Rights Bill and contact our Employment Team for tailored advice on how the changes will affect you.

For all employment law advice and representation contact us at [email protected]

Sarah Bruce celebrates 30 years working for Adams Harrison

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The partners of Adams Harrison were thrilled to celebrate with Sarah Bruce her 30 year work anniversary.

Sarah works in the Wills, Trusts & Probate Department and is mainly based in our Haverhill office.

She was presented with a bouquet of flowers this morning by Jennifer Carpenter, Managing Partner.

Employment Rights Bill Update Seminar

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Jennifer Carpenter ran an Employment Rights Bill Update seminar in 1st July which informed delegates about the upcoming Employment Rights Bill.

A delegate said

“A really good overview of the up and coming Employment Rights Bill… Clear content explained in a simplified manner.”

The delegate found the seminar extremely helpful and would like to attend future events.

If you would like to know about future events please send an email to Briony Dodson at [email protected]