As June turns into July, many businesses start to move into summer mode. Teams take annual leave, decision-making slows and major projects often pause until September.
But the law doesn’t follow the same rhythm. Several regulatory changes and compliance deadlines fall during the summer and autumn of 2026, particularly in employment law, data protection and financial regulation.
Using the quieter summer period to review contracts, governance and compliance can help avoid a rush of legal issues later in the year. Below we highlight what to prioritise now, what to be prepared for this autumn, so you can enjoy your summer with peace of mind that you’re prepped for what’s next.
Why summer is a useful time for legal housekeeping
For many businesses, summer is one of the few periods when there is space to review risk and compliance properly.
Using this window to deal with legal issues can help you:
- avoid missing regulatory deadlines
- reduce operational risk during staff absences
- prepare for upcoming legislative changes
- put the business in a stronger position for funding, deals or growth in the autumn
A small amount of preparation now can prevent disruption later.
What to prioritise before the summer slowdown
Some issues have clear deadlines or compliance requirements. These are the areas most businesses should review before teams head off on holiday.
Data protection: complaints processes from June 2026
The Data (Use and Access) Act introduced several reforms to UK data protection law, with many provisions already in force from February 2026.
One practical requirement from 19 June 2026 is that organisations acting as data controllers should have a process for handling data protection complaints.
Many businesses already have a privacy notice or a general complaints policy. However, they often lack a clear procedure specifically for privacy-related complaints.
Before the summer, check whether your business:
- has a documented process for raising data protection complaints
- knows who is responsible internally for handling them
- has a clear escalation route
- keeps records of complaints and how they were resolved
Without a clear process and policy in place, privacy complaints can easily be mishandled or missed – particularly if they are raised through customer service, HR or marketing teams.
Employment law: major reforms already underway
The Employment Rights Act 2025 introduces several significant employment law reforms rolling out between 2026 and 2027.
Changes already in force
From 6 April 2026, key changes include:
- statutory sick pay from day one of absence, with wider eligibility
- day one paternity leave
- day one unpaid parental leave
- the maximum protective award in collective redundancy cases increased from 90 to 180 days’ pay
- whistleblowing protection for disclosures about sexual harassment
If your policies, employment contracts or HR processes have not been reviewed this year, it’s worth checking they reflect these changes.
Preparing for unfair dismissal reform
Another significant reform will take effect from 1 January 2027, when employees will gain protection from ordinary unfair dismissal after six months’ service, rather than two years.
This may seem some way off, but businesses hiring during 2026 should already be reviewing:
- probationary periods
- early-stage performance management
- dismissal documentation and decision-making processes
Employees hired on or before 1 July 2026 are likely to qualify for protection under the new rules from 1 January 2027.
Employers should also be aware that the reforms are expected to remove the cap on unfair dismissal compensation, increasing potential exposure if a claim succeeds.
Harassment risk
Further reforms expected from October 2026 will strengthen employer responsibilities to prevent harassment in the workplace. This includes both:
- a stronger duty to all reasonable steps to prevent sexual harassment
- potential employer liability for harassment by customers and other third parties
Businesses with customer-facing teams should consider reviewing:
- harassment policies and reporting processes
- training for managers and frontline staff
- incident logging and investigation procedures
- how risks involving customers, clients, suppliers or other third parties are identified and managed
Employers will need to demonstrate they have taken all reasonable steps to prevent harassment, not simply respond to incidents once they occur.
Share schemes: ERS and EMI reporting deadline
If your business operates employee share schemes, the annual ERS return deadline of 6 July 2026 is an important compliance date.
Businesses must submit returns covering share schemes such as:
- Enterprise Management Incentives (EMI)
- growth shares
- non-tax advantaged share options
- other employment-related securities arrangements
Missing the deadline can trigger penalties and may affect the tax treatment of certain schemes.
If your business offers Buy Now, Pay Later options
Retailers, e-commerce businesses and service providers offering instalment payments should review the new Buy Now, Pay Later (BNPL) / Deferred Payment Credit (DPC) regime, which takes effect from 15 July 2026.
From that date, many third-party BNPL products will move into FCA regulation. Although the main obligations sit with lenders, merchants also need to review:
- checkout wording and marketing messages such as ‘Pay in three’
- customer communications and financial promotions
- arrangements with BNPL providers, including readiness for the new regime
- complaints handling and customer journeys, particularly where additional checks may add friction
Even where the credit product itself is exempt, promotional messaging may still fall within financial promotions rules.
Businesses should also consider whether their current BNPL model remains the right commercial fit, or whether alternative provider or direct credit options are worth reviewing.
EU data rules UK businesses should not overlook
UK businesses may still be affected by EU legislation if they sell into the EU or use connected digital products.
One development to watch is the EU Data Act, which begins applying in stages from September 2026.
The Act is designed to increase access to and portability of data generated by connected devices and digital services. It will affect manufacturers, SaaS providers and businesses that rely on smart or IoT products.
Depending on your business model, the rules may require you to:
- provide customers with access to data generated by devices or services
- enable easier switching between cloud providers
- review contractual terms around data access and usage
UK businesses with EU customers, operations or distributors should review whether these obligations may affect their contracts or product design.
Legal housekeeping worth doing before autumn
Not every legal task has a fixed deadline. Summer can be a good time to deal with issues that often get pushed aside during busier periods.
Review commercial contracts
Supplier and customer relationships often come under strain during summer absences.
Reviewing key agreements now can help you identify risks such as:
- outdated terms or unclear responsibilities
- weak payment clauses or late-payment exposure
- auto-renewal provisions or termination limitations
Well-structured contracts not only reduce disputes but also make negotiations with partners and investors easier.
Check corporate governance and records
Corporate housekeeping rarely feels urgent until a funding round or transaction is underway.
Before autumn, it is worth confirming that:
- Companies House filings and statutory registers are up to date
- shareholder agreements still reflect how the business operates
- share option schemes and cap tables are accurate
This is particularly relevant given the ongoing rollout of Companies House identity verification requirements under the Economic Crime and Corporate Transparency Act.
These reforms require directors and people with significant control to verify their identities as part of a broader transparency regime.
Prepare for funding, deals or expansion
September is often when growth projects accelerate - including acquisitions, fundraising and international expansion.
If you expect strategic activity later in the year, summer is a good opportunity to ensure the business is legally ‘deal ready’.
This might involve:
- reviewing intellectual property ownership
- cleaning up share records and option schemes
- resolving disputes or employment issues that could surface during due diligence
- ensuring key commercial contracts are properly documented
These steps can significantly reduce delays once negotiations begin.
What can reasonably wait until September
Some projects are easier to deliver once teams are fully available again.
For example:
- workplace training programmes
- broader HR or data protection audits
- contract template overhauls
- larger governance or restructuring projects
However, identifying these needs now means you can start quickly when business activity resumes after the summer.
Take the opportunity to get ahead
A small amount of legal housekeeping now can make a big difference later in the year. Reviewing key compliance, governance and contractual issues over the summer can help reduce risk, avoid last-minute disruption and put your business in a stronger position for autumn.
It can also give you greater peace of mind over the holiday period, knowing that the most important legal priorities have been identified and planned for.If you’re unsure which legal issues should be prioritised for your business, our team can help you identify which issues are most likely to affect your business in the months ahead.
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