Following its first consultation on the future of security of tenure for business tenants under the Landlord and Tenant Act 1954 (“Act”), the Law Commission has issued an interim statement, indicating that only limited reforms are currently being proposed.
In its statement, the Commission has provisionally concluded that the current system enabling parties to “contract out” of the Act remains suitable. It reported strong, widespread support for preserving this arrangement, with many respondents warning that altering the model could lead to unnecessary disruption in the commercial leasehold market. The Commission also noted broad agreement among respondents that exclusions for certain types of tenancies (such as agricultural tenancies) should be retained. The Commission has provisionally endorsed this view. In addition, there was support for raising the duration of tenancy that can benefit from the Act – which currently excludes tenancies of six months or less from gaining security of tenure – to provide greater flexibility in the short-term lettings market.
The Commission’s measured approach is unsurprising. It avoids the legal and logistical difficulties associated with expanding or contracting the scope of the Act. It also eliminates the need for complex transitional provisions. Landlords and tenants alike are likely to value the continued stability of a well-established legal framework, which has been shaped and clarified by decades of case law.
These initial conclusions will shape the next phase, with a second consultation paper set to examine more technical matters (such as potential refinements to the contracting-out process). The Commission will present its final recommendations after that second consultation.
From April 2026, compensation limits and statutory rates will increase, affecting sick pay, minimum wage, family-related entitlements, dismissal and redundancy. Our Employment team have picked out the important changes and implementation dates to look out for.
Read more
With just two weeks to go until major employment law changes take effect on 6 April 2026, UK employers should be taking final steps to ensure they are prepared. Further key changes in employment law will be taking place over the next few years as the Employment Rights Act is rolled out. A full and detailed update on the Employment Rights Act can be found on the SMB website. .
Read more
This article examines three significant case studies that demonstrate how emerging technologies intersect with key areas of law and regulation. These include: the use of AI-based chatbots for customer service in the context of consumer rights; generative AI in relation to the Online Safety Act; and the application of generative AI in creating advertisements under the CAP Code.
Read more