Parker Review: 98/100 FTSE boards meet the mark, but more still to do
Continued progress towards is reported in the last report from the Parker Review. The Review reported a "record high" of at least one Ethnic Minority Director in 98 of the FTSE 100 companies in December 2025. (Only 52 met that standard in 2019.) 56 companies now have two or more Ethnic Minority Directors on their boards.
The Review’s aims remain:
• “to improve the performance of UK businesses by encouraging them to take full advantage of the talents of people from Ethnic Minority backgrounds, thereby enhancing the competitiveness of companies”; and
• “to help ensure that Ethnic Minorities have equal opportunities as others to have a successful and fulfilling career in business”.
and there is still work to do. Evidence shows declining representation of the Black population at board and senior management levels, and, in private companies where a 2027 target reporting deadline is in place, only 42% currently report at least one Ethnic Minority Director on their board. Useful case studies and a focus on the impact of AI are also worth reading.
Government responds to unpaid internship call for evidence
The government published the findings of its Making Work Pay call for evidence to examine the use of unpaid internships. A number of actions are set out, including a commitment to ban unpaid internships, except where they form part of a formal education or training course, and to update and expand minimum wage guidance to improve employer compliance and worker awareness. The government also plans to strengthen enforcement, including through the new Fair Work Agency.
Immigration: UK Sponsor Guidance updates
The Home Office updated its Points Based System sponsor guidance, with amendments introduced last week across the suite. Sponsors should refresh any downloaded copies or saved links to ensure they are using the current versions, as reliance on outdated guidance creates real compliance risk. A key theme is a strengthened expectation that sponsors take ownership of their licence and that key personnel (Authorising Officers, Key Contacts and Level 1 Users) are familiar with the guidance. Given its volume, sponsors should ensure appropriate training and put processes in place to track future changes. The guidance also replaces “genuine vacancy” with “eligible role”. While the underlying test is broadly unchanged, the new wording indicates a firmer, defined requirement rather than a more discretionary assessment. Sponsors should review vacancy and role-assessment processes to align with the updated terminology.
We strongly recommend that you revisit these to ensure you are working from the most current versions. Relying on outdated guidance carries a real compliance risk, and it is important that all relevant staff have access to the latest versions.
