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The removal of the unfair dismissal cap is pushing employers to think of novel ways to protect themselves against the risk of high value unfair dismissal claims at the hands of their highest paid employees (such as C-suite Employees, Senior Executives in the Banking Sector or professional sports players and managers). One such solution which is starting to emerge is this notion of an “Employment Prenup”. Essentially, a settlement agreement, entered into before the commencement of employment, which waives any future claim of ordinary unfair dismissal in exchange for a guaranteed lump sum payment on exit. But would it work?

The second edition of the voluntary Code of Practice for parties involved in negotiations relating to Rights over Land for Electricity Infrastructure was published on 1 September 2026, following its initial release in June 2025. The Code sets out expected standards of behaviour for electricity licence holders (Licence Holders) and professional representatives involved in such negotiations, promoting voluntary agreement ahead of recourse to statutory powers with the principle of reasonableness embedded throughout. Version 2 of this Code refines the detail on professional costs, works affecting land, Landowner-led requests, and dispute resolution.

On 1 October 2026, the FCA published Policy Statement PS26/19, confirming final rules requiring listed issuers to align their sustainability and climate disclosures with the UK Sustainability Reporting Standards (UK SRS), replacing the existing TCFD-aligned Listing Rules regime.The new regime applies on a comply or explain basis from accounting periods beginning on or after 1 January 2027, with first reporting in 2028.

What Changed: Governor Newsom signed AB 1776, also known as the California COMPETE Act, on September 30, 2026, extending California's Cartwright Act to single-company conduct.Who Is Affected: A single dominant company can now face liability on its own, without any agreement or coordination with another company, from the California Attorney General or a district attorney (but not private litigants). Businesses with a significant California  presence, and those businesses competing against companies with significant California presences, have new considerations to evaluate under this expanded standard.Moving Forward: Assess your company's position in California, review your business practices for potentially exclusionary conduct, document the business rationale behind practices that may restrict or exclude other competitors, confirm eligibility for the small business exemption where applicable, and update compliance training to cover single-company conduct.