{"id":48212,"date":"2026-03-03T00:32:20","date_gmt":"2026-03-03T00:32:20","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?p=48212"},"modified":"2026-03-03T00:32:23","modified_gmt":"2026-03-03T00:32:23","slug":"unlimited-holiday","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/unlimited-holiday\/","title":{"rendered":"Unlimited Holiday: Should SMEs Adopt It?"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol 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9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Unlimited Holiday: Should SMEs Adopt It?<\/h1><\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><\/div>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Published<\/span>&nbsp;<time datetime=\"2026-03-03T00:32:20+00:00\">Mar 3, 2026<\/time>\n<\/p>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-full is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1429\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-scaled.webp\" alt=\"Image of a woman standing outdoors overlooking fields of green\" class=\"wp-image-48220\" style=\"aspect-ratio:16\/9;object-fit:cover;width:864px\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-scaled.webp 2560w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-300x167.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-1024x572.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-768x429.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-1536x857.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-2048x1143.webp 2048w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/03\/Image-of-a-woman-standing-outdoors-440x246.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-13 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">The phrase \u2018unlimited annual leave\u2019 might scare you a little as a business owner and have you picturing either an empty office with tumbleweeds rolling through, or a complete operational meltdown. But the reality is that the standard 28 days plus bank holidays model we are used to, isn\u2019t exactly a <a href=\"https:\/\/employmenthero.com\/uk\/news\/employment-uncovered-inside-uk-work-2025\/\">guarantee of productivity<\/a> either.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlimited time off isn\u2019t just a trendy perk for Silicon Valley tech giants. For UK SME\u2019s it could be a huge opportunity to rethink flexibility, boost trust and build a culture where performance matters more than hours clocked.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">So, is it right for your business? Let\u2019s take a look at the facts.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is unlimited holiday?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">At its core, unlimited time off is exactly what it sounds like. There is no capped allowance on the number of days an employee can take off in a year.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Instead of offering an allotted amount of time to take, employees are trusted to manage their own time. Taking leave when they need it provided their work is done and their team is covered.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In 2025, 1 in 4 (25%) missed out on some of their annual leave and 1 in 10 workers missed out on 5+ days of annual leave. Yes. Really. And full time employees take or will take around 69% of the leave they are entitled to. So for those afraid employees might take advantage of unlimited holiday, you might want to think again.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Offering unlimited annual leave shifts the employment contract from \u2018time-for-money\u2019 to \u2018value-for-money\u2019. You stop buying their presence and start buying their output. And in a traditional model, annual leave can be viewed as a debt the company owes the employee but in an unlimited model, leave is flexible and a tool to be used to maintain high performance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The pros and cons of unlimited annual leave<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Like with any disruptive policy, there are both pros and cons to consider.<\/p>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Pros<\/strong><\/th><th><strong>Cons<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Build trust with your team, allowing them to manage their own time and workloads. This autonomy is incredibly empowering and people tend to work harder for leaders who trust them.<\/td><td>The biggest risk isn\u2019t people taking too much leave believe it or not, it\u2019s them taking too little. Often without a clear allowance, employees suffer from \u2018fear of use\u2019 and end up taking fewer days than they would with a standard policy.<\/td><\/tr><tr><td>Tackling burnout head-on. Most tend to \u2018save\u2019 their fixed leave for big trips or emergencies, often working through stress when they really need a break. With unlimited leave, employees can take a break when needed, without worrying about how many leave days they have left.<\/td><td>There is of course a risk that someone might abuse unlimited leave and take too much. If an employee is unmotivated or disengaged, they are probably already finding ways to slack off under your current policy. Unlimited leave simply makes performance issues more visible.<\/td><\/tr><tr><td>With 3 in 4 businesses saying that recruitment is a challenge, it\u2019s no wonder unlimited holiday is a magnet for attracting top talent.<\/td><td>There is a risk of your team all taking the same time off and crucial operations aren\u2019t covered. This can be a big concern in SMEs where every pair of hands counts.<\/td><\/tr><tr><td>Reduces admin headaches when everyone is trying to take their remaining leave at the end of the year. With unlimited holiday, there\u2019s no \u2018use it or lose it\u2019 panic and less financial liability on your balance sheet.<\/td><td>If there\u2019s one manager who approves every request and another who\u2019s strict, there\u2019s a potential to breed resentment across teams. Inconsistency is the enemy of fairness.<\/td><\/tr><tr><td>According to new data from 91爆料, while pay rises remain the top reason people change jobs at 63%, employee benefits have surged to a close third place at 53%, just behind flexible hours.<\/td><td>If unlimited leave is used as a headline perk but isn\u2019t supported by the right culture or systems, it can backfire. Employees may be attracted by the promise of flexibility, but if workloads, inconsistent approvals or unclear expectations make it hard to actually take time off, trust erodes quickly \u2014 and that can damage retention more than having no policy at all.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<style>\nth{\n  color: #fff !important;\n  background: var(--wp--preset--color--violet-500, #6d28d9) !important;\n  background-image: none !important;\n  border: 2px solid #000 !important;\n}\n<\/style>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">So, should SMEs adopt unlimited holiday?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Is this model right for a business of 50 people scaling fast?<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>The case for yes:<\/strong><strong><br><\/strong>SMEs are agile. You don&#8217;t have the bureaucratic layers of a FTSE 100 company. You know your people. In a small, high-growth environment, output is visible. If someone isn&#8217;t pulling their weight, there\u2019s nowhere to hide. This makes the transition to output-based working easier. Unlimited annual leave aligns perfectly with the &#8220;all hands on deck&#8221; mentality of a scaling business, work hard when it\u2019s needed, rest fully when it\u2019s not.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>The pitfalls to watch:<\/strong><strong><br><\/strong>SMEs often lack the robust performance management systems needed to make this work. If you don&#8217;t have clear <a href=\"https:\/\/employmenthero.com\/uk\/blog\/how-to-measure-employee-performance\/\">KPIs (Key Performance Indicators)<\/a>, how do you know if someone has &#8220;earned&#8221; their time off? If you measure success by &#8220;bums on seats,&#8221; this policy will fail.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">You also need to protect your &#8220;hero&#8221; employees. In every SME, there are a few people who carry the weight of the world. They are the least likely to take leave. An unlimited policy can accidentally encourage them to work themselves into the ground.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Best practice for implementing unlimited time off<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">You\u2019ve decided your SME is ready to take the leap and offer unlimited annual leave. Great. But it\u2019s key to remember that a little preparation is needed beforehand to support its success. Don\u2019t just delete the holiday cap and hope for the best.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here\u2019s how to implement a framework.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Set clear guidelines (not rules)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlimited doesn&#8217;t mean unmanaged. You still need a policy that outlines:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Notice periods:<\/strong> &#8220;For 1-2 days off, give 2 days&#8217; notice. For a week or more, give a month.&#8221;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Coverage:<\/strong> &#8220;You must ensure your responsibilities are covered before you leave.&#8221;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Blackout periods:<\/strong> &#8220;No leave during the end-of-year audit&#8221; (if applicable to your industry).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2. Implement a minimum leave requirement<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is the secret sauce. Instead of a maximum cap, set a <strong>minimum<\/strong> requirement (e.g., 25 days). Make it mandatory to take at least this amount. This removes the guilt factor and ensures people actually rest.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Lead by example<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If the CEO never takes a holiday, the team won&#8217;t either. Leadership must model the behaviour. Book a two-week holiday, turn off your Slack notifications and show your team that the business won\u2019t collapse if people disconnect.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Monitor usage with tech<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">You stop counting days for payroll, but you must keep tracking them for wellbeing. Use <a href=\"https:\/\/employmenthero.com\/uk\/features\/leave-management\/\">HR software<\/a> to monitor who is taking leave and, more importantly, who <em>isn&#8217;t<\/em>. If someone hasn&#8217;t taken a day off in three months, that\u2019s a red flag for a manager check-in.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Focus on outcomes<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shift your management style entirely. Stop asking &#8220;how many hours did you work?&#8221; and start asking &#8220;did you hit your targets?&#8221;. If the targets are met, it shouldn&#8217;t matter if they took Friday off.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Real-life examples of unlimited holiday in action<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Big names like <a href=\"https:\/\/jobs.netflix.com\/work-life-philosophy\" target=\"_blank\" rel=\"noreferrer noopener\">Netflix<\/a> and LinkedIn popularised this, but it works for SMEs too.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Consider the example of a UK-based tech agency with 40 staff. They switched to unlimited annual leave but noticed a drop in days taken. Staff were anxious. They pivoted, introduced a &#8220;minimum 28 days&#8221; rule and incentivised taking two consecutive weeks off with a small cash bonus. The result? Burnout dropped and recruitment costs plummeted because everyone wanted to work there.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Conversely, another SME tried it without clear KPIs. One employee took 50 days off while their team struggled. The resentment caused two resignations. The lesson? The policy wasn&#8217;t the problem; the lack of performance management was.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Is it legal to offer unlimited annual leave in the UK?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Even with an uncapped policy, employees are still <a href=\"https:\/\/www.gov.uk\/holiday-entitlement-rights\" target=\"_blank\" rel=\"noreferrer noopener\">entitled to a legal minimum of 5.6 weeks\u2019 paid holiday per year<\/a> (which is 28 days for full-time employees, including bank holidays). Employers must ensure that staff can actually take this time off and aren\u2019t discouraged from using it.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlimited leave can\u2019t replace statutory leave or result in employees taking <em>less than<\/em> their legal entitlement because expectations are unclear or workloads make it difficult.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">One key complication is what happens when an employee leaves.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Under a standard holiday policy, unused statutory leave is usually paid out. With unlimited leave, employers need to be careful that the policy doesn\u2019t accidentally create confusion about:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Whether employees are \u201cusing\u201d statutory leave first.<br><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Whether they could claim they didn\u2019t get the chance to take statutory leave.<br><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">How to calculate outstanding holiday pay fairly.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is why many UK employers combine \u201cunlimited leave\u201d with a minimum holiday expectation (e.g. \u201cemployees must take at least 28 days\u201d), so statutory entitlement is clearly met and documented.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Support flexibility with the right tools<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlimited annual leave isn\u2019t about handing your team free rein, it\u2019s about building a culture of trust, performance and wellbeing. For UK SMEs, it can be a powerful way to modernise how you work, attract top talent and help your people feel supported to take time off when they genuinely need it.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The most successful unlimited holiday policies aren\u2019t \u201crules-free\u201d, they\u2019re structured, fair and measurable. That\u2019s where 91爆料 comes in. With 91爆料\u2019s all-in-one HR platform, you can:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Automate leave tracking so you always know who\u2019s off, who\u2019s due to take time and who might be at risk of burnout.<br><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Set minimum leave expectations and alerts to ensure everyone is taking the rest they\u2019re entitled to, without manual admin.<br><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Tie performance goals to outcomes (not hours) with integrated performance management tools.<br><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Keep approvals consistent with custom workflows that match how your business actually works.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlimited annual leave works best when it\u2019s supported by clarity, visibility and consistency and that\u2019s exactly what 91爆料\u2019s software helps you deliver. Instead of worrying about spreadsheets, back-and-forth emails or \u201cwho\u2019s in, who\u2019s out,\u201d your team gets the freedom to take time off and you get the confidence that holiday compliance and performance standards are upheld.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Get the culture you want and the tools to support it. With 91爆料, you\u2019re not just offering unlimited leave, you\u2019re empowering your people to thrive while keeping your business running smoothly.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-align-left wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\"><strong>Explore more today.<\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-50792 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" >Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">The Employment Rights Act 2025 fundamentally restricts fire and rehire in the UK. Understand what&#8217;s changing, when it takes effect&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50755 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Fair Work Agency vs HMRC: What&#8217;s Different For Employers\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" >The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">The Fair Work Agency has replaced HMRC for employment rights. Understand the split, what&#8217;s changed for holiday pay and SSP,&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50767 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Collective Redundancy and the Employment Rights Act: What Changes for UK Employers\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" >Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">The Employment Rights Act 2025 has doubled the penalty for missed collective consultation. Find out what&#8217;s changed, what&#8217;s coming and&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Unlimited leave isn\u2019t just a perk. Discover how it can boost trust, wellbeing and talent attraction while driving a performance-driven culture.<\/p>\n","protected":false},"author":10,"featured_media":48220,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"7 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","footnotes":""},"categories":[1],"tags":[],"resource-type":[157],"topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-48212","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/48212","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=48212"}],"version-history":[{"count":6,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/48212\/revisions"}],"predecessor-version":[{"id":48451,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/48212\/revisions\/48451"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/48220"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=48212"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=48212"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=48212"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=48212"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=48212"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=48212"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=48212"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=48212"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=48212"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=48212"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=48212"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=48212"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=48212"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=48212"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}