Our informative resources keeping you updated on the Employment Rights Act 2025 and the implications for your business.
We can support you in relation to all aspects of your preparation for implementation of the Employment Rights Act 2025 (ERA).
Our labour and employment lawyers can assist with:
In the short-term, many of the changes require amendments to policies, contracts, procedures and working practices. However, our recommendation is that the board considers the changes holistically, rather than simply dealing with them piecemeal or reactively as they come into effect. The act will make fundamental changes to the employment law landscape in the UK and will impact all employers. The extent of the impact will depend on a number of factors, including the size of your workforce, the sector in which you operate, the types of individuals who work in your business, levels of staff turnover, the processes and procedures you already have in place and how generous your current terms and conditions of employment are. In particular, employers will need to consider any new senior hires carefully given the decrease in the qualifying period from two years to six months and the removal of the compensation cap, which will have a significant impact on an employer’s ability to exit such staff and reach a reasonable settlement after that time. We are working with various employers to triage the key changes and to help them plan their strategy to mitigate the impacts of the act. Please get in touch if this would be of interest.
Given the huge increase in rights available to employees and the increased sums they might expect to be awarded in the employment tribunal, there will be significant onus on managers to follow processes properly – from disciplinaries, to grievances, capability and redundancy processes, and so on. We have a comprehensive suite of training options available, which can be tailored for your management team, and watch out for details of our 2026 webinar programme that aims to upskill your HR team and those individuals with line manager responsibility.
We can also advise on the various amendments that will be required to your policies and contracts as the changes come into effect.
If you would like to discuss the implications of the act for your business, please speak to your usual contact at the firm or one of our lawyers below in the first instance.
Our Implementation Roadmap sets out the key dates and employment law developments anticipated under ERA so you can track what’s coming next and when.
Our Checklist for April 2026 recommends the steps you should be taking to be ready for upcoming labour law reforms due under ERA.
