In light of the significant reforms under the Employment Rights Act 2025, employers are being advised to take a more cautious approach to recruitment, as the new six-month qualifying period for ordinary unfair claims places far more emphasis on employing the “right” individuals to start with.
In this episode of Workforce WorldView, Janette Lucas and special guest Kate Dean, founder of Enable Disability & Inclusion Consultants Ltd, discuss the issues that could arise if employers and managers (mis!)interpret this Employment Rights Act advice as meaning that it would be safer to abandon their inclusivity programmes, as neurodivergent candidates and candidates with disabilities or other needs might require additional support. This was a risk flagged by the Chartered Institute of Personnel and Development in its April 2025 report, “The (unintended) consequences of the Employment Rights Bill” – at that stage, one in five employers reported being less likely to hire workers requiring more support due to rule changes on unfair dismissal.
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Key questions we answer in this episode
Should employers take a cautious approach to abandoning inclusivity programmes with the Employment Rights Act in mind?
What are the benefits of an inclusive employment application process?
How can such application processes ensure businesses find the right candidate for a job?
How can businesses make their employment processes more inclusive?
How can businesses incorporate inclusivity throughout the entire employment life cycle?
What misconceptions about neurodiverse or disabled employees might affect hiring decisions?
How can we help you?
Get in touch with a member of our Labour & Employment team to learn more about the possible unintended consequences of the Employment Rights Act 2025 for the neurodiverse and those with disabilities, and how the Employment Rights Act intersects with employment rights granted under the Equality Act.