Press Releases

The private housing sector is set for its biggest shift in regulation changes in a generation after the Renters’ Rights Act officially became law, enhancing the rights of tenants and clarifying what is expected of landlords moving forward.

From evicting tenants to the introduction of new initiatives and alignment of existing laws, you should expect significant changes to impact your role and procedures.

While the new regulations will be put in place over the coming weeks and months, preparation is key because you need to understand the laws and have measures in place for when the laws take effect.

What are the main changes you should prepare for?

The Renters’ Rights Act will officially abolish no-fault evictions, meaning Section 21 of the Housing Act 1988 will be completely removed.

No-fault evictions have allowed you to evict tenants without providing a reason, allowing you to easily claim your property back.

However, the new Act outlines that you will have to give clear reasoning for evicting tenants moving forward, using the grounds set in Section 8 of the Housing Act 1988, which clarifies the reasons you are allowed to give.

There will also be significant changes to tenancy structures, with fixed-term tenancies being abolished and replaced with periodic tenancies.

This will give tenants more flexibility with tenancies moving to a week-to-week or month-to-month structure, depending on when they pay rent.

It will also be illegal to instigate bidding wars. The rental price you advertise must be what the potential tenant pays, as you will not be allowed to accept higher offers.

If you do continue to hold bidding wars for your properties, you will face a significant fine and a criminal investigation is likely to be opened.

Alongside the removal of bidding wars, you could face sanctions if you discriminate against potential tenants because of their circumstances, such as if they have children. You will also be expected to treat all tenants with fairness and respect.

The Renters’ Rights Act also provides clarity for tenants having pets in your properties.  Moving forward, you will need to consider any requests tenants make about having pets and provide clear justification as to why that may not be feasible.

All these changes will be part of the initial first phase of regulations introduced. These will take effect from 1 May 2026.

Phase Two Initiatives

Expected to be implemented from late 2026, the Act establishes a new, national Private Rented Sector (PRS) Database. Landlords will be required to register themselves and their properties annually and pay a fee.

Landlords must also be members of a new, single PRS Landlord Ombudsman scheme. This body will provide binding and quicker redress for tenants who make complaints related to management or maintenance, circumventing some court processes.

The government has advised that the ombudsman scheme will be introduced “as soon as possible”. Landlords will be given notice of the date by which they will be required to sign up to the ombudsman scheme and sufficient time to make appropriate arrangements.

Alignment of laws from the social housing sector

The Renters’ Rights Act will also see some laws that have only exclusively applied to the social housing sector apply to the private housing sector in the future.

Those are the Decent Homes Standard and Awaab’s Law. Both focus on the quality of your property and ensuring your tenants are living safely and comfortably.

This means you will have to learn how both regulations work and implement measures to ensure you are compliant.

Awaab’s Law focuses on the way you will need to handle tenant concerns. The laws will require you to follow a certain process, investigate and deem whether the concerns are an emergency that needs addressing straight away or are potentially significant.

Whatever the outcome of your investigation, you need to provide a written summary of what you have found, the actions you’ve taken and the plans for addressing the tenant’s concern.

Download our dedicated Renters’ Rights Act guide

The introduction of these laws will be a gradual process but that shouldn’t stop your preparations.

It is going to be a challenging period for yourself and other private sector landlords as you try to understand the new laws and begin to put plans in place.

That’s why we have crafted a dedicated Renters’ Rights Act guide which covers all the essential information you need to know, like what each change will entail, what it means for your role as the landlord and how you can prepare.

It is the ultimate companion that will ease your pressures and clarify everything you need to know and do.

Download your Renters’ Rights Act guide today and get in touch with our team for expert advice and support.

Proposals to ban social media access for under-16s risk creating complex practical and legal challenges for families where parents live apart, according to family law experts.

Much of the debate around the potential ban has so far centred on online safety.

However, Karen Bishop, Head of Family Law at Palmers Solicitors, says digital communication has become an established part of how children sustain everyday relationships with a parent they do not live with and warns that restrictions could disrupt those connections.

“Indirect contact through video calls is now routine for a lot of families,” Karen explains.

“It is very common for court orders to provide for regular FaceTime or similar calls each week.

“Older children, teenagers especially, often communicate more informally, using messaging apps, gaming platforms and social media day to day to maintain relationships with a parent.

“Restrictions that limit access to those platforms could therefore affect the more informal interactions that help relationships feel natural rather than managed.”

The issue becomes more prominent where distance is a factor. Families living in different parts of the country or in different jurisdictions often rely heavily on digital communication to bridge the gap between in-person visits.

“If parents live far apart, being able to contact becomes much more important,” Karen says. “Limiting it is likely to hinder those relationships to some extent.”

The concern over contact is not limited to just a parent-child relationship, either. Children dealing with separation often rely on extended family members, friends and peers for emotional support.

“Children dealing with their parents’ separation need support,” Karen says. “A social media ban could restrict access to that support and I would question whether that serves a child’s best interests.”

Karen also believes new rules could open the door to fresh disputes between parents.

Differences in parenting style already sit behind many disagreements and restrictions could create further scope for conflict, particularly if parents interpret the rules differently.

“You could have one parent trying to enforce a ban while the other takes the view that it does not need to be policed so strictly,” Karen says.

“It becomes a question of what counts as a breach and what does not.”

In a legal system already dealing with high levels of conflict, Karen expects the issue could generate further applications if disagreements cannot be resolved.

She also highlights potential implications for the right to family life and for children’s privacy, particularly as they grow older and seek greater independence.

“Restrictions on communication through social media are likely to affect a child’s sense of privacy and expression, which becomes more important as they mature.”

She cautions against a blanket-ban approach, noting that children of the same age can have very different levels of understanding and maturity.

“One child of a certain age may be very different from another,” Karen says. “A single age threshold may not reflect those differences, so I do not believe a decision over social media access for children is something that can be determined by age alone.”

Instead, Karen believes education and supervision offer a more workable path.

“Courts tend to favour child-focused solutions,” she says. “Measures such as clearer guidance on online behaviour, parental controls and agreed time limits could address safety concerns without removing access entirely.”

The reality of how courts handle technology disputes also adds complexity.

Provisions about device use already appear in the details of some contact arrangements, particularly where one parent has previously restricted access during contact.

Even then, enforcement can be difficult because expectations vary widely between households.

“It often comes down to personal parenting choices,” she says. “What happens in one home may not be the same in another.

“Any new framework would need to set basic expectations while allowing flexibility, otherwise families may find themselves returning to court to resolve disputes about interpretation or alleged breaches.”

Families returning to court to resolve these disputes could further strain a system already facing delays.

Alongside those challenges, Karen raises a less-discussed issue regarding the use of video calls in high-conflict cases.

While widely used, they can sometimes feel intrusive, particularly where tensions remain high or there has been past abuse, as they allow a parent to see into the other household’s private space.

“That can be triggering in some situations and it further demonstrates the need for a thoughtful approach to contact arrangements.”

For Karen, the debate over a social media ban highlights the difficulty of regulating modern family life through broad rules. The way children communicate continues to change, often faster than policy or law can keep pace.

“Social media use is a complex grey area,” Karen says. “Whatever solution the Government decide on to protect children from the dangers of these platforms should not be decided without recognising how families actually maintain relationships.”

When you and your ex-partner are going through a divorce, coming to an agreement on child arrangements is not always straightforward.

If you are unable find a solution through Alternative Dispute Resolution (ADR), a Child Arrangements Order (CAO) may be required.

A Child Arrangements Order (CAO) is a legal Order put in place by the Family Court that determines where your child should live and how much time to spend with each parent.

If your ex-partner breaches this Order, you must understand what steps you can take to protect your child’s welfare and your parental rights.

Our Head of the Family Department, Karen Bishop, explains what you should do if a breach occurs.

What is a CAO?

A CAO sets out how parental contact will take place and this contact can be face-to-face, overnight, supervised or indirect, such as phone or video calls.

Every CAO is based on the child’s individual circumstances and what the Court believes is in their best interests.

The contact agreement usually remains in force until the child turns 16 years old and the child’s living situation usually remains until they are 18 years old.

What counts as a breach of an agreement?

A breach occurs when one parent fails to comply with the obligations of the Order without a reasonable excuse.

Common examples include:

• Preventing the other parent from seeing the child during court-ordered contact
• Repeatedly cancelling or shortening contact
• Moving the child without consent or court permission
• Refusing to follow other specific terms of the Order

While minor or one-off issues may not result in court action, breaches that are repeated or deliberate are taken seriously.

It is important to keep a clear record of all breaches, including dates, times and any supporting messages or evidence, in case the situation needs to be taken further.

What happens if the Order is breached?

If your ex breaches a CAO, nothing will automatically happen straight away, as the Court does not actively monitor compliance once an Order has been made.

Action is only taken if you raise the issue and this is usually done by making an application to the Family Court for enforcement of the Order.

Once an enforcement application is made, the Court will look at whether the Order has been breached and if your ex had reasonable excuse for not complying.

If the breaches are deliberate or repeated, they will be treated much more seriously, especially when they affect the child’s welfare or your relationship with them.

If the Court believes the breach has occurred without reasonable excuse, they may order your ex to allow make-up contact time to compensate for the time missed with your child.

The Court can impose financial consequences or change the existing CAO if it is no longer working in the child’s best interests.

They may even impose fines or a prison sentence for contempt of court, but this is rare and only used when enforcement options have failed.

What are the first steps to take if there is a breach?

If it is safe to do so, you should try to resolve the issues directly with your ex, as misunderstandings can sometimes be resolved without court action.

Mediation may also help and is usually expected before making a court application, but you should seek legal advice when a breach has occurred.

We can help you gather evidence and advise on how to enforce your application so that you can protect your child early on.

To learn more about a Child Arrangement Order and how to enforce it, contact our Family Law team today.

The UK Government has revealed a major change in its approach to unfair dismissal rights under the upcoming Employment Rights Bill.

The original proposal was set to allow all workers the right to claim unfair dismissal from the first day of employment, but this has now been withdrawn.

It planned to abolish the two-year qualifying period and conduct a statutory probationary period that would give employers some protection during the early months of employment.

However, employers and the House of Lords raised concerns that the proposal may discourage hiring and questioned its practical impact, particularly on small businesses.

As a result, the Government announced their new plans to introduce a more balanced approach that reduces litigation risk while still offering employee protection.

Our Employment Law expert, Kristie Willis, explains what it is expected the Bill will bring and how employers are affected.

What changes will be introduced under the new Employment Rights Bill?

The revised proposal is expected to pass through Parliament shortly and take effect in April 2026.

However, an amendment introduced at the same time to remove the cap on unfair dismissal awards has been rejected by the House of Lords, causing the bill to be returned to the House of Commons.

The Bill is set to introduce several changes, including:

• A new six-month qualifying period for general unfair dismissal claims
• No statutory probationary period
• Existing day-one protections will remain the same, such as discrimination, whistleblowing and automatic unfair dismissal claims.
• The current proposal for the removal of the unfair dismissal compensation cap has been rejected by the House of Lords in favour of a requirement for the government to review the cap. We are now awaiting the House of Commons’ response to this, although it is expected to pass.

What does this mean for employers?

Although the removal of the proposed day-one protection will bring relief to many businesses, the shorter qualifying period will still require employers to adjust their hiring and management practices.

With only a six-month window before unfair dismissal rights apply, employers have reduced time to assess new employees’ performance and make informed decisions on termination.

The limited qualifying period means employers must strengthen their recruitment processes and hold regular, well-documented probationary reviews to assess performance.

If there are any performance concerns, these issues should be addressed early and clearly recorded to justify any decisions made in the first six months.

It is important to consider that even if employees cannot pursue an unfair dismissal claim in the first six months, in certain circumstances, they can still pursue automatic unfair dismissal claims and discrimination claims.

A formal midpoint review at three months, followed by a decisive assessment at five months, can help ensure employers have adequate time to act before the qualifying period ends.

The potential removal of the cap or possibly one element of it, may open employers up to the risk of larger awards and may make it more appealing for higher earners to pursue claims in the Employment Tribunal.

With the upcoming reforms, employers and businesses must stay compliant and update their contracts and onboarding processes.

Employers should be proactive in their assessment of new employees and if you are unsure about how the new reforms affect you, seeking legal advice is essential.

How will the Employment Rights Bill affect employers?

The Employment Rights Bill is set to introduce a range of reforms, including day-one paternity rights and whistleblowing protections relating to sexual harassment.

Employers must review their current policies and risk assessments to ensure they remain compliant once the legislation takes effect.

Our expert team can help you update your current procedures and create a clear plan that protects your employees and business.

For tailored advice on how the upcoming Employment Rights Bill will affect you, contact our employment law team today.