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The Renters’ Right Act 2025: How can landlords prepare?
The Renters’ Right Act is set to bring some of the biggest changes to the private rental sector in decades.
With the Act gaining Royal Assent on 27 October 2025, it plans to create a fairer rental market, but for landlords, it brings new rules that will reshape how their properties are managed.
The act represents a major change in the balance between tenant protection and landlord flexibility.
While it introduces more regulation, it also offers an opportunity for landlords to strengthen long-term tenant relationships.
Our Senior Associate, Gareth Brazier, explains how the new act will affect you.
What is the Renters’ Rights Act?
The Renters’ Rights Act, effective from 1 April 2026, will transform the way landlords operate, how rent is reviewed and how possession is regained.
The leading change in the act is the abolition of Section 21 ‘no-fault’ evictions, which will end the long-standing ability for landlords to remove tenants without reason.
Under the new laws, a tenant will be protected from eviction for the first 12 months, unless they breach their tenancy agreement, for example with anti-social behaviour or rent arrears.
As well as this, fixed tenancies will be replaced with Assured Periodic Tenancies, which means there is no set end date to the tenancy.
Tenants will have greater security, and if they choose to leave, they only have to give two-months notice.
Whilst landlords can only regain possession in certain circumstances, such as rent arrears or the landlord requiring the property for development or their own housing needs.
What are the new rules on rent increase?
The Act has introduced new restrictions on rent increases, which are now limited to once per year, using the procedure and relevant notice under Section 13 of the Housing Act 1988.
As rent rises must reflect market rates, this makes it important for landlords to maintain accurate market data and clear records to justify any adjustments to rent.
Property condition is also coming under scrutiny as the Decent Homes Standard will apply to private rentals for the first time and homes must meet stricter safety and living condition requirements.
The new act is set to introduce Awaab’s Law for private landlords, in which they will face strict deadlines of 14 days to investigate, 7 days to fix and 24 hours to resolve emergency hazards such as damp or mould.
Bans on rent bidding and rejecting tenants because they receive benefits or have children are a noticeable change in the act, designed to limit discriminatory renting.
With landlords having to join a mandatory Ombudsman scheme to ensure accountability, it may be hard to see how the new act can benefit them.
What can landlords do to protect their rights?
With a lot of change approaching in the rental sector, preparation for landlords is key.
Our team can help familiarise you with the imminent changes and latest legislation and review how your tenancy agreement will be affected.
By staying informed and documenting the process carefully, it will not only attract but also retain better tenants in a changing market.
If you are unsure about how you can be protected legally with the new Renters’ Rights Act, contact our Commercial Property or Property Litigation team for help.
How to keep the office Christmas party legal
As the festive season approaches, many UK companies are preparing to celebrate their Christmas party.
However, whilst these events are a time to reward staff, they are still considered an extension of the workplace and this can bring ethical and legal responsibilities.
As an employer, it is important to allow all your staff to feel safe and protected, not just in the workplace, but at any work-related event.
Our Employment Law expert, Lisa Judd, explores how you can protect your rights as an employer and your team.
What are the legalities of harassment in the workplace?
The new sexual harassment law in the UK, the Worker Protection (Amendment of Equality Act 2010) Act 2023, places a legal duty on employers to take reasonable steps to prevent sexual harassment.
Sexual Harassment can take different types of forms, ranging from unwanted advances or inappropriate comments through to serious criminal conduct like sexual assault.
It is unwanted conduct of a sexual nature which has the purpose or effect of creating an intimidating, hostile, degrading or offensive environment.
A Christmas party may result in employees engaging in behaviour that would not occur in the workplace.
It is an employer’s ongoing responsibility to be proactive in anticipating, assessing and addressing risks and implementing reasonable safeguards to prevent Sexual Harassment.
With no comparable duty on employers to prevent harassment related to other protected characteristics, all reasonable steps may have to be taken to prevent this.
Our Employment Law expert, Lisa Judd, explores these points of complexity and breaks down what you need to know about flexible working rights.
How can I protect my staff from harassment?
As an employer, you can implement clear equality and anti-harassment policies beforehand that clarify what behaviour is unacceptable.
The policies should also highlight a zero-tolerance approach to sexual harassment and other discrimination, explain how such conduct can be reported and how victims will be supported.
Refresher training sessions on equality, diversity and conduct can remind staff and managers of the importance of maintaining professionalism outside the workplace and especially at work-related events.
Employers can assess how sexual harassment might be affecting their workers through one-on-one meetings, regular staff surveys, exit interviews and having open-door policies.
A Christmas party is an example of an event where employers should undertake risk assessments to ascertain the extent of a problem and take steps to mitigate any risks identified.
Reporting of sexual harassment and not just by the victim, should be encouraged and employers need to ensure their workers have different mechanisms to do so.
Where a sexual harassment complaint is made, employers need to have effective grievance and disciplinary procedures in place.
These procedures must ensure the complaint is investigated promptly, that perpetrators are sanctioned, maintain appropriate confidentiality and provide support for complainants.
Employers must regularly monitor and re-evaluate any steps they have taken to reduce risks and implement these changes moving forward.
How should I handle any complaints?
When deciding whether taking a particular step might be reasonable regard, employers should consider:
- The size and resources of the employer
- The nature of the work environment
- The sector
- Any risks in the workplace
- The nature of any contact with third parties
- If an alternate step might be more effective and weigh up time, cost, potential disruption against what the step might achieve
- Compliance with any relevant Regulatory standards
Employers should also consider the risk factors when complaints arise, such as:
- Power imbalances
- Job insecurity (especially amongst new, agency and zero-hour workers)
- Lone, isolated or night working with a third party
- Out of hours work
- Home/remote working
- Business travel requiring staying away from home
- Alcohol presence
- Socialising outside work
- Social media contact between workers
- Workforce demographic
- Workplace culture that permits crude, sexist or disrespectful behaviour
- Inadequate policies/procedures or training
If you have clear policies and procedures in place, an appropriate workplace culture and updated training protocols already in place for sexual harassment, your Christmas party should be protected.
With these measures in place, your party could be as simple as considering the venue choice, travel home, alcohol limits and avoiding late-night events.
Christmas is a time full of festive cheer and tipples, but alternative party suggestions like group activities and sit-down meals can still boost team morale and reduce the risks.
When it comes to the party itself, don’t wait for situations to develop and step in if you see inappropriate behaviour or need to break up physical altercations, if safe to do so
Employers can be held vicariously liable for misconduct committed by their employees in the course of employment, so prompt action can protect you and your team.
Should I be apprehensive about holding a Christmas party?
A Christmas party should be the highlight of the year and not a legal headache.
By staying informed about the Worker Protection Act and setting clear boundaries, you can make sure that the party is safe.
Seeking advice from our solicitors before planning your Christmas party and determining the risk factors can help protect yourself and your team.
A little preparation now can help everyone enjoy the festivities responsibly and legally.
If you need advice on your rights as an employer and how to protect your employees, reach out to our Employment Law team for guidance.