Employment Rights Act 2025
Are you prepared for the upcoming changes? Get a tailored action plan now
The Employment Rights Act 2025 is one of the most significant changes to UK employment law in decades, having received Royal Assent in December 2025.
- Understanding which changes will impact you the most
- Prioritising immediate and medium-term compliance actions
- Create concise, practical action plans with key dates, risks, and opportunities
- Offering a fixed cost service
Whether it’s adjusting contracts, updating policies, preparing for enhanced reporting, or planning ahead for new union access rights – the earlier you act, the smoother the transition.
Don’t wait! Contact us now to schedule your initial call, and take advantage of our fixed-cost service
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Employment Rights Act 2025 – Get your tailored action plan now!
The Employment Rights Act 2025 is a major piece of legislation which significantly overhauls worker’s rights. It is currently making its way through Parliament and is expected to become law this year.
It proposes extensive reform to workers’ rights including rights relating to:
- Unfair Dismissal (reduction of the qualifying service to 6 months and removal of the cap on compensation)
- Collective Redundancy Consultation (introducing new triggers for collective consultation and enhanced protective awards)
- Fire and Rehire Practices (restricted variations)
- Flexible Working (tightening requirements to ensure employers act reasonably)
- Sexual Harassment/Third Party Harassment (introducing new obligations to safeguard employees)
- Statutory Sick Pay (removing the waiting days and the lower earnings limit)
- Zero Hour/Low Hour and Agency Workers (giving them the right to a guaranteed hours contract and reasonable notice of shifts and compensation for shifts curtailed, cancelled or moved at short notice)
- Family Leave (expanding the existing parental bereavement leave to cover other relationships and making paternity and unpaid parental leave a day one right)
- Pregnant employees and those taking maternity leave (offering enhanced protection)
- Whistleblowing (making clear that sexual harassment is a protected disclosure)
- Trade Unions (including lower thresholds for industrial action and statutory recognition ballots and a right of access for unions in the workplace)
- Equality reporting (expanding reporting duties on large employers)
The upcoming changes are significant, and many employers are understandably concerned about how to prepare. With some provisions taking effect soon after the Act passes and others in 2026 and 2027, it is crucial to take action now.
We are committed to helping our clients navigate this complex landscape with customised action plans that detail the proposed laws, implementation timelines, and specific impacts on your business. By partnering with us on a fixed-cost basis, you’ll gain clarity on the changes that will affect your operations and prioritise your next steps.
