The umbrella company landscape is entering a period of major change. With new and changing obligations on the horizon for recruitment businesses, including critical changes to legislation coming into force in April 2026, now is the time to prepare. To support you through this transition, the REC has launched an Umbrella Company Hub: your go-to source for updates on these changes as more details emerge, with clear and insightful information and guidance on what these changes mean for your business and what you can do to prepare for them. Watch our recent webinar on demand to understand what the new obligations on the horizon mean, how Umbrella Companies are legally defined and how to prepare your business accordingly.

The amendments to the Employment Rights Bill were announced on 4th March 2025. Further information on the amendments can be found here. Our most recent publication on changes to statutory payments under the ERB can be found here. We recently hosted a webinar on the ERB which included updates for the REC campaigns and legal teams. The recording can be found here. On 1st July 2025, the government published the Roadmap on Implementing the Employment Rights Bill which sets out when different provisions contained in the Bill are scheduled to come into force. On 7th July 2025, several amendments were made to the Bill, details of which can be found here.

Keeping Children Safe in Education 2025 was published on 1st September. There have been no changes to Part 3: Safer Recruitment other than the removal to TRA checks which have been updated to the DfE's check a teacher's record (see para 266). 

The DBS have clarified their Update Service guidance to add that before carrying out a status check, employers must see the applicant's original paper certificate in person. At the end of April 2025, the DBS had also updated their ID checking guidelines for Standard/Enhanced DBS check applications. 

To supply through the CCS Supply Teacher Framework, the bid process will open in October 2025. A key requirement for the framework is for suppliers to hold an audit from an accredited awarding body. REC Audited Education is one of the four approved accreditation products. Further information can be found here. 

For further guidance, our most recent education sector webinar can be found here. The REC has also created support materials, "Putting Pupils First" and our "Recruitment, Selection and Vetting Policy" to guide best practice for recruitment in the education sector.

The agency child and family social worker price caps have been agreed and set by local authorities at a regional level. All local authorities should comply with the agreed regional price caps for their region. Price caps determine the maximum hourly rate a local authority should pay for an agency child and family social worker and are set against the following five core job types: • Social Worker • Senior Social Worker • Advanced Practitioner • Team Manager • Independent Reviewing Officer (IRO) / Conference Chair.

The REC Legal Helpline has been receiving an increase in queries regarding the GLAA Licensing Scheme. The GLAA guidance on who needs a licence can be found here. This applies to both temporary and permanent recruitment in GLAA-regulated sectors. More information, as well the GLAA contact details, can be found on the GLAA website.