Proposals for stricter requirements to qualify for permanent settlement in the UK were first outlined in detail in November 2025, followed by the Home Secretary Shabana Mahmood had announced final decision in November 2026 on what changes[1] should be taken forward by doubling the wait for indefinite leave to remain (ILR) from five years to 10 for most migrants, with some facing a 15-year wait. For the benefit of our readers, this article focuses only on the proposed new im

我们想请您注意若干项雇主担保牌照（sponsor licence）变化。如果贵司持有英国雇主担保牌照，您可能已收到英国内政部（Home Office）关于拟议变化的邮件。内政部的雇主担保指引也已更新。我们汇总了6项变化，并在文末列出您现在应做的关键事项，同时提醒即将举行的研讨会日期。 雇主担保牌照变化汇总 以下是6项雇主担保牌照变化： 1. 雇主担保牌照访问将逐步启用多重身份验证（MFA） 用户MFA。 2026年9月3日至11月期间，将面向一级和二级用户逐步启用MFA。如您所知，一级和二级用户是可访问担保管理系统（SMS）的人员——SMS是用于分配担保证书（CoS）、报告变更等事项的在线系统。 需要一次性验证码。 此前，SMS用户登录只需用户ID和密码。今后，他们还需要一次性验证码。验证码将发送至其电子邮箱（如果已在SMS中添加手机号码，也可发送至手机）。SMS用户需输入该验证码（若首次使用发送至手机的验证码，还需输入出生日期）。与密码一样，如果用户将MFA验证码分享给他人，可构成吊销雇主担保牌照的理由。 在您的牌照启用MF

significant reforms under the Employment Rights Act 2025 (‘ERA 2025’) is coming into effect in October 2026, which includes the introduction of Employment tribunal time limits that are doubled, enhanced duties on employers to prevent sexual harassment in the workplace and potential liability for harassment by third parties, and wide-ranging trade union provisions.

引言： 本公众号此前在《2026年英国劳工权利法新规大改革：出海企业合规风险时间线指南》一文中曾提及，自2026年10月起，《2025年劳工权利法》（Employment Rights Act 2025，简称“ERA 2025”）英国将引入一项针对雇主的新合规义务即雇主不得允许第三方对其员工实施骚扰。本文将就这一新增合规要求展开深入探讨，帮助出海企业提前做好应对准备。 除引入防止第三方骚扰责任外，ERA 2025还在以下两个方面强化了工作场所对骚扰（包括性骚扰）的保护： 自2026年4月起，凡与性骚扰相关的举报，只要员工合理相信该举报内容表明性骚扰已经发生、正在发生或可能发生，将自动获得举报人保护（即“吹哨人”保护）； 自2026年10月起，雇主目前承担的“采取合理步骤”预防性骚扰的积极义务，将提升为“采取一切合理步骤（all reasonable steps）”的更高标准。 吹哨人举报：举报性骚扰的举报人保护 自2026年4月6日起，ERA 2025修订了“合格披露”的定义，明确将“性骚扰已经发生、正在发生或可能发生”的举报

2026英国劳工权利法新规大改革：出海企业合规风险时间线指南

The Employment Rights Act 2025 received Royal Assent on 18 December 2025, marking the most significant reform to UK employment law in a generation. With a phased implementation extending through 2027, employers must prepare for a steady stream of changes that will reshape workplace rights and obligations. Below is the anticipated timeline[i] based on the Government's implementation roadmap and subsequent updates. February 2026-Trade Union Reforms (Effective 18 February 2026)

Introduction If you’ve ever watched a news report about workplace bullying or sexual harassment, you’ve probably heard the term “gagging clause.” That’s the informal name for a non‑disclosure agreement, or NDA – a confidentiality clause that can stop someone from talking about what happened to them. For years, there have been concerns that some employers misuse NDAs to hide misconduct rather than tackle it. The UK government is now consulting on a major shake‑up. The messag