From 1 September 2026, FCA conduct rules extend to cover bullying, harassment and violence across all firms — not just those carrying out FSMA-regulated activities. The changes mean any staff member subject to COCON could breach FCA rules through serious misconduct against a colleague. This is a significant expansion of the regulatory perimeter for financial services employers, with direct implications for HR policy, disciplinary procedures and senior manager accountability.

The landmark Planning and Infrastructure Act received Royal Assent in December 2025, introducing the most significant shake-up of the UK planning system in a generation. It replaces the "first come, first served" grid connection queue with a "first ready, first connected" system, fast-tracks nationally significant infrastructure projects, and gives the Secretary of State new powers to deliver community benefit schemes for areas hosting energy infrastructure. For developers, landowners and infrastructure investors, the implications are substantial and immediate.

The Mental Health Act 2025 — the most significant reform to mental health legislation since 1983 — began its phased commencement in February 2026. A new "serious harm" test for detention under sections 2 and 3 is now in force, raising the threshold for compulsory admission. Patients now have the right to choose a "nominated person" with enhanced statutory powers, replacing the previous nearest relative framework. Further implementation phases, including new statutory care and treatment plans, are expected across 2026–27. Health and social care providers, commissioners and their legal advisors need to understand the new framework now.

April 2026 saw the first wave of Employment Rights Act reforms come into force — and the hospitality, leisure and retail sectors are among the most exposed. Statutory sick pay now applies from day one of employment with no qualifying period. Paternity and parental leave are now day-one rights. The National Living Wage rose 4.1%, adding an estimated £1.4bn in additional costs for the sector according to UKHospitality. Further reforms on zero-hours contracts, third-party harassment liability and fire-and-rehire protections follow through 2026 and 2027. Employers need to act on contracts, policies and scheduling systems now.

On 18 March 2026, the government published its long-awaited Copyright and AI Report — and declined to legislate. No opt-out exception, no new regulator, no statutory transparency obligations. Instead: evidence gathering, stakeholder engagement and a pilot licensing marketplace not expected until summer 2026. Meanwhile, copyright still applies, licences are still required, and the Getty v Stability AI appeal heads to the Court of Appeal. For tech businesses training models on third-party content, and for rights holders seeking protection, the legal position remains genuinely unclear.