{"id":47231,"date":"2026-01-30T07:47:07","date_gmt":"2026-01-30T07:47:07","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?post_type=resources&#038;p=47231"},"modified":"2026-03-30T01:45:06","modified_gmt":"2026-03-30T01:45:06","slug":"employment-rights-act-2025-employer-compliance-guide","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/employment-rights-act-2025-employer-compliance-guide\/","title":{"rendered":"Ask the Experts: How the Employment Rights Act 2025 Will Change Employer Compliance"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding 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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 post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Ask the Experts: How the Employment Rights Act 2025 Will Change Employer Compliance<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2026-01-30T07:47:07+00:00\">30 Jan 2026<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex 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:100%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background 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--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Ask the Experts: How the Employment Rights Act 2025 Will Change Employer Compliance<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-12 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-11 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\"><ul data-wp-interactive=\"eh-hosts\" class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-flow\"><li data-host-index=\"0\" data-wp-on--click=\"actions.openDetail\" class=\"wp-block-post post-31058 hosts type-hosts status-publish has-post-thumbnail hentry\">\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-10 wp-block-group-is-layout-flex\"><figure style=\"width:52px;height:52px;\" class=\"wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"120\" height=\"120\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-120x120.jpg\" class=\"attachment-host_thumbnail size-host_thumbnail wp-post-image\" alt=\"\" style=\"border-radius:60px;height:52px;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-120x120.jpg 120w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-300x300.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-150x150.jpg 150w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-240x240.jpg 240w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-54x54.jpg 54w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-108x108.jpg 108w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-390x390.jpg 390w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-200x200.jpg 200w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-216x216.jpg 216w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-112x112.jpg 112w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-224x224.jpg 224w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-142x142.jpg 142w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee-284x284.jpg 284w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/08\/simon-obee.jpg 400w\" sizes=\"auto, (max-width: 120px) 100vw, 120px\" \/><\/figure>\n\n\n<div class=\"wp-block-group has-sm-font-size is-vertical is-content-justification-center is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\"><h6 style=\"line-height:1.3; border-right-width:1px;border-right-color:var(--wp--preset--color--black); padding-right:var(--wp--preset--spacing--2);\" class=\"has-text-align-center has-link-color wp-elements-1e20e747939e3458765ab321928f59b7 wp-block-post-title has-text-color has-violet-500-color has-sm-font-size\">Simon Obee<\/h6><\/div>\n<\/div>\n\n<\/li><\/ul><\/div>\n\n\n\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2026-03-30T01:45:06+00:00\">Mar 30, 2026<\/time>\n<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-15 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-media-text has-media-on-the-right is-stacked-on-mobile\" style=\"grid-template-columns:auto 31%\"><div class=\"wp-block-media-text__content\">\n<p class=\"has-paragraph-2-m-font-size\"><strong>Author Bio:<\/strong> Simon Obee has been an employment lawyer for over 20 years and has worked in law firms of all shapes and sizes, as well as an inhouse employment law for the UK government. He has a passion for helping small businesses with employment law compliance and HR best practice.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Simon Obee, Head of HR Advisory &#8211; 91±¬ΑΟ<\/strong><\/p>\n<\/div><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-150x150.webp\" alt=\"\" class=\"wp-image-47326 size-thumbnail\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-150x150.webp 150w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-300x300.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-120x120.webp 120w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-240x240.webp 240w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-54x54.webp 54w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-108x108.webp 108w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-390x390.webp 390w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-200x200.webp 200w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-216x216.webp 216w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-112x112.webp 112w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-224x224.webp 224w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-142x142.webp 142w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee-284x284.webp 284w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Simon-Obee.webp 400w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure><\/div>\n\n\n\n<style>\n\n.wp-block-media-text.has-media-on-the-right>.wp-block-media-text__content {\npadding-left:0%!important;\n}\n.toc-item a {\nfont-size: var(--wp--custom--typography--paragraph--paragraph-2-m);\n}\n#content-wrapper .wp-block-button__link {\ntext-align:left!important;\n}\n\n@media screen and (max-width:853px) {\n.wp-container-core-group-is-layout-262 > :where(:not(.alignleft):not(.alignright):not(.alignfull)) {max-width:90%;}\n}\n@media screen and (max-width:468px) {\n.wp-container-core-group-is-layout-262 > :where(:not(.alignleft):not(.alignright):not(.alignfull)) {max-width:100%;}\n}\n<\/style>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div class=\"wp-block-media-text has-media-on-the-right is-stacked-on-mobile\" style=\"grid-template-columns:auto 48%\"><div class=\"wp-block-media-text__content\">\n<p class=\"has-paragraph-2-m-font-size\">UK employment law is undergoing its biggest shift in years. With the Employment Rights Act 2025 now receiving Royal Assent, employers are facing a wave of new obligations that will significantly change how they manage people, risk and compliance.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While many of these changes won\u2019t take effect immediately, the direction of travel is clear. From unfair dismissal rights after just six months\u2019 service to stricter rules around fire and rehire, statutory sick pay (SSP) and zero-hours contracts, the cost of getting compliance wrong is about to rise.<br><br><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Our <a href=\"https:\/\/www.linkedin.com\/in\/simonobee\/\" target=\"_blank\" rel=\"noreferrer noopener\">Head of HR Advisory Simon Obee<\/a>, is here to provide guidance to businesses navigating complex legislation every day. In our first edition of \u2018Ask the Experts\u2019, Simon will break down what the Employment Rights Act 2025 means in practice and how employers can start preparing now.<\/p>\n<\/div><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"601\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-1024x601.webp\" alt=\"Employment Rights Act 2025 Guide\" class=\"wp-image-47325 size-thumbnail\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new-440x258.webp 440w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/Employment_Rights_Act_2025_Guide-new.webp 1728w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/C318_UK_Employment-Rights-Act-Guide-2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Download our in-depth Employment Rights Act 2025 Guide now<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Compliance landscape overview<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Bill has now been approved by both Houses of Parliament and achieved Royal Assent on the 18th of December 2025. Going forward it will be known as <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2025\/36\/enacted\" target=\"_blank\" rel=\"noreferrer noopener\">the Employment Rights Act 2025<\/a>. The changes set out don\u2019t take effect immediately, but some will come into force on various dates throughout 2026 while others not until 2027.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Act 2025 represents a fundamental shift in UK employment compliance. Rather than introducing one or two targeted reforms, the legislation reshapes employer obligations across the entire employee lifecycle; from hiring and contracts, to dismissal, pay and workplace conduct.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Key things employers should understand upfront:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default\">\n<li class=\"has-paragraph-2-m-font-size\">The Act doesn\u2019t take effect all at once. Changes will be phased in, with the first main tranche taking effect in April 2026, although some changes won\u2019t be made until 2027.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Many details will be set out in future regulations, meaning further clarity is still to come.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Enforcement will increase, with the creation of a new Fair Work Agency and longer tribunal claim time limits.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers, this means preparation matters just as much as compliance on day one. Let\u2019s take a deeper look at the key compliance changes to watch for.<\/p>\n\n\n\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\n\n\n<h2 class=\"wp-block-heading\">Important Employment Rights Act 2025 changes for employers<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Fire and rehire restrictions (From 2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Fire and rehire i.e, dismissing or threatening to dismiss an employee so they can be re-engaged to do the same job but on different terms and conditions, will not be banned outright. However, changes to the law will severely limit the ability for employers to follow this process. This change is planned to be introduced in 2027, although initially it was expected sooner.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default has-paragraph-2-m-font-size\">\n<li class=\"has-paragraph-2-m-font-size\">Contract variation strategies must be handled carefully.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Threatening dismissal to force agreement will carry high risk.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Replacing staff with agency workers on different terms will be restricted.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Day one statutory sick pay (From April 2026)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/sick-leave-entitlements\/\">Statutory sick pay<\/a> will become a day-one right under the Employment Rights Act, meaning employees will be able to access sick pay from the employer from the first day of absence, rather than having to wait until the fourth day. The lower earnings limit to access SSP will also be removed. These changes are planned to come into effect from April 2026.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default has-paragraph-2-m-font-size\">\n<li class=\"has-paragraph-2-m-font-size\">Increased payroll costs.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Greater importance of absence management and wellbeing strategies.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">SSP policies will need updating.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Family friendly rights (April 2026)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Act also brings in several new family friendly rights for employees. From new protections from dismissal for pregnant employees and those returning from maternity leave, to day-one rights for (unpaid) paternity leave, <a href=\"https:\/\/employmenthero.com\/uk\/resources\/guide-to-maternity-leave\/\">parental leave<\/a> and <a href=\"https:\/\/employmenthero.com\/uk\/resources\/parental-bereavement-leave-employers-guide\/\">bereavement leave<\/a> for a wider category of family members. These changes will be implemented across various dates from April 2026 onwards.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default has-paragraph-2-m-font-size\">\n<li class=\"has-paragraph-2-m-font-size\">Review and update family leave policies (paternity, parental, maternity and bereavement).<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Train managers on heightened dismissal risks involving pregnancy and family leave.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Ensure HR processes clearly flag protected periods.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Prepare for increased take-up of leave by new starters.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Communicate entitlements clearly to avoid misunderstandings.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Enforcement and remedies (April 2026)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A new \u2018Fair Work Agency\u2019 will be established to enforce workplace rights on behalf of employees from April 2026. This, as well as the time limit being extended for bringing tribunal claims from 3 months to 6 months in 2027, will mean employers will need to take more care than ever before to ensure they are compliant.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default has-paragraph-2-m-font-size\">\n<li class=\"has-paragraph-2-m-font-size\">Audit HR and payroll processes for compliance gaps.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Ensure policies are up to date and consistently applied.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Improve record-keeping (disciplinary notes, consultations, warnings, payroll data etc).<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Train managers on compliance-critical decisions.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Use systems that can easily produce evidence if inspected.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Harassment, NDAs and third-party liability (2026-2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The duty to prevent sexual harassment will be strengthened and there will be a new obligation to prevent harassment of staff by third-parties (such as members of the public, customers, clients, etc) which will apply to <a href=\"https:\/\/employmenthero.com\/uk\/blog\/new-sexual-harassment-law-update-what-employers-need-to-know\/\">sexual harassment<\/a> as well as harassment on other protected grounds (race, age, disability, etc).&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In addition, non-disclosure agreements that cover harassment or discrimination will be banned, except in limited circumstances. These changes are planned to be implemented at various dates in 2026 and 2027.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default\">\n<li class=\"has-paragraph-2-m-font-size\">A stronger duty to take all reasonable steps to prevent sexual harassment.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">New liability for harassment by third parties such as customers.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">A ban on NDAs that silence harassment or discrimination claims (with limited expectations).<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size 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 is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/C318_UK_Employment-Rights-Act-Guide-2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Download our in-depth Employment Rights Act 2025 Guide now<\/a><\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Collectively redundancies (2026-2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Act will give the government the power to make regulations to widen the circumstances when the duty to collectively consult with trade unions or employee representatives in the cases of <a href=\"https:\/\/employmenthero.com\/uk\/resources\/employee-redundancy\/\">redundancies<\/a> will apply.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Currently, the obligation applies where there are 20 or more redundancies planned \u201cat one establishment\u201d within the employer\u2019s business (e.g. at one office or other physical workplace). These changes are planned to be introduced from 2027, but an increase in the penalty for non-compliance is planned to be introduced in April 2026.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default\">\n<li class=\"has-paragraph-2-m-font-size\">Plan redundancies cautiously, especially where multiple sites are involved.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Get advice early if headcount reductions are being considered.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Assume higher risk, even if numbers are currently below 20 at any one location.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Train managers on when collective consultation may be triggered.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Document decisions carefully, including how thresholds were assessed.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Unfair dismissal after six months (From 2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employees will gain unfair dismissal rights after six months of service, down from the current two-year qualifying period. At the same time the cap on compensation for unfair dismissal claims will be removed. These changes are currently planned for January 2027.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default has-paragraph-2-m-font-size\">\n<li class=\"has-paragraph-2-m-font-size\">Robust dismissal processes will be required much earlier.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Probation periods should be reviewed and aligned.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">The financial risk of poor processes will increase significantly.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Zero-hours and low-hours worker protections (From 2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers will have a new duty to provide guaranteed work hours to workers and employees on zero-hours contracts or contracts where they are only guaranteed a low number of hours, this will be based on the number of hours they work over a particular \u201creference period\u201d.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">There will also be duties to provide these workers with reasonable notice of the request or requirement to work a shift and where a shift is changed or cancelled. This is one area where much of the details of how this will work (and the circumstances in which the new obligations will and won\u2019t apply) will be set out in future regulations. The changes will be particularly significant for those in the hospitality, retail and seasonal businesses and are planned to be implemented in 2027.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default\">\n<li class=\"has-paragraph-2-m-font-size\">You\u2019ll need to offer guaranteed hours based on hours worked over a reference period.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Provide reasonable notice of shifts and shift changes.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Pay compensation where notice obligations aren\u2019t met.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Equality action plans (2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers with 250 or more employees will be required to publish equality action plans setting out the details of the steps they are taking to address gender pay gaps and the support they provide to employees going through the menopause. These changes are planned for 2027.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default\">\n<li class=\"has-paragraph-2-m-font-size\">Review gender pay gap data to understand root causes.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Assessing whether existing initiatives are meaningful and measurable.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Developing or formalising menopause policies and support frameworks.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Ensuring HR teams can evidence actions, not just intentions.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Engaging senior leadership as these plans will require visible ownership.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Flexible working (2027)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The grounds for lawfully refusing a <a href=\"https:\/\/employmenthero.com\/uk\/resources\/flexible-working-agreements\/\">flexible working request<\/a> will become stricter by introducing a requirement that a refusal must be \u201creasonable\u201d and a new obligation for employers to explain the reasonableness of the refusal to employees. The government will also have powers to set out how employees must be consulted about their flexible working requests in regulations. These changes will be made in 2027.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What this means for employers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-default has-paragraph-2-m-font-size\">\n<li class=\"has-paragraph-2-m-font-size\">Review flexible working policies and refusal templates.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Training managers on how to assess and evidence \u2018reasonableness\u2019.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Stress-testing current working arrangements\u2013can you explain why they are needed?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Improving documentation of consultation discussions.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Ensuring decisions are consistent across the business.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-3 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background has-text-align-center wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/C318_UK_Employment-Rights-Act-Guide-2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Download our in-depth Employment Rights Act 2025 Guide now<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Get ahead of the Employment Rights Act 2025 compliance<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Act 2025 marks a fundamental shift in UK employment compliance. With stronger enforcement, expanded employee rights and higher penalties for getting it wrong, this is not legislation employers can afford to react to at the last minute.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While many of the changes won\u2019t take effect until 2026 and 2027, the preparation work needs to start now. Reviewing policies, training managers and stress-testing existing processes early will put your business in a far stronger position when the new rules come into force.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To help employers navigate what\u2019s changing and when, we\u2019ve created a practical Employment Rights Act 2025 Guide that explains the reforms in plain English and sets out what employers need to do next.<\/p>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-4 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/01\/C318_UK_Employment-Rights-Act-Guide-2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Download our in-depth Employment Rights Act 2025 Guide now<\/a><\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Need more guidance?<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you need tailored support, 91±¬ΑΟ\u2019s HR Advisory team works directly with employers to interpret new legislation, update policies and manage risk with confidence.&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-5 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">Find out more about our HR Advisory services here.<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We\u2019re also running a dedicated webinar; Employment Rights Act 2025: Critical Changes Before April 2026, where our experts, Simon Obee and Jhecie de Chavez, walk through the most urgent reforms and what employers should prioritise now.<\/p>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-6 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-rights-act-2025-critical-changes-before-april-2026\/\">Watch the webinar here.<\/a><\/div>\n<\/div>\n\n\n\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--6)\">\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">Frequently Asked Questions<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769745963685\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769745963685\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the Employment Rights Act 2025?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The Employment Rights Act 2025 is a significant piece of UK legislation that reforms employment law across the entire employee lifecycle. The Act introduces stronger worker protections, new employer obligations and increased enforcement powers, affecting areas such as unfair dismissal, sick pay, flexible working, harassment, zero-hours contracts and redundancy consultation.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769745963695\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769745963695\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">When does the Employment Rights Act 2025 come into force?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The Employment Rights Act 2025 does not take effect all at once. Changes will be phased in from April 2026 through to 2027, with different provisions coming into force at different times. Some details will also be set out in future regulations, meaning employers should monitor developments closely.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769746641881\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769746641881\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Who does the Employment Rights Act 2025 apply to?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The Act applies to UK employers of all sizes, although some obligations will only apply to employers meeting specific thresholds (for example, equality action plans for employers with 250 or more employees). Certain protections will apply to employees, while others extend to workers, including those on zero-hours or low-hours contracts.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769746698430\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769746698430\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How does the Employment Rights Act 2025 change unfair dismissal rules?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Under the Employment Rights Act 2025, employees will gain the right to claim unfair dismissal after six months\u2019 service, rather than the current two-year qualifying period. The cap on compensation for unfair dismissal claims will also be removed. These changes are currently planned to take effect in January 2027.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769746745858\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769746745858\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Is fire and rehire being banned under the Employment Rights Act 2025?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Fire and rehire will not be banned outright, but the Employment Rights Act 2025 will significantly restrict when and how employers can use this practice. Threatening dismissal to force contract changes will carry higher legal risk and employers\u2019 ability to replace staff on inferior terms will be limited from April 2026.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769746831479\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769746831479\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Will statutory sick pay become a day-one right?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. Statutory sick pay (SSP) will become a day-one right under the Employment Rights Act 2025. Employees will be entitled to SSP from the first day of sickness absence and the lower earnings limit for eligibility will be removed. These changes are planned to come into force in April 2026.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769746858317\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769746858317\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What new protections are being introduced for zero-hours and low-hours workers?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The Employment Rights Act 2025 introduces new duties for employers to offer guaranteed hours to zero-hours and low-hours workers, based on hours worked over a reference period. Employers will also be required to give reasonable notice of shifts and compensate workers where shifts are cancelled or changed at short notice. These changes are planned for 2027.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1769746894318\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1769746894318\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What should employers do now to prepare for the Employment Rights Act 2025?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employers should begin preparing by reviewing HR policies, auditing current compliance practices, training managers on higher-risk decisions and planning for increased enforcement. Although many changes take effect in 2026 and 2027, early preparation will help reduce legal risk and avoid rushed policy changes later.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the Employment Rights Act 2025?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The Employment Rights Act 2025 is a significant piece of UK legislation that reforms employment law across the entire employee lifecycle. 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These changes are planned for 2027.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What should employers do now to prepare for the Employment Rights Act 2025?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employers should begin preparing by reviewing HR policies, auditing current compliance practices, training managers on higher-risk decisions and planning for increased enforcement. Although many changes take effect in 2026 and 2027, early preparation will help reduce legal risk and avoid rushed policy changes later.<\/p>\"\n            }\n        }\n    ]\n}<\/script><\/div>\n\n\n\n<style>\n.eh-faq__container {flex-direction:column!important;}\n@media screen and (min-width: 1441px) {\n\u00a0\u00a0\u00a0\u00a0.eh-faq__content {\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0max-width: 904px!important;\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0min-width: 715px!important;\n\u00a0\u00a0\u00a0\u00a0}\n}\n.eh-faq {padding:0px 0px 24px 0px!important;}\n\n<\/style>\n\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-paragraph-3-s-font-size wp-elements-801379f41976dcd56e69c375b6fdab87\"><em>Legal accuracy checked on [28\/01\/2026]. Last updated [04\/02\/2026].<br><\/em><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" 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-16 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--1\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">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-2 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-50517 resources type-resources status-publish has-post-thumbnail hentry resource-type-downloadable\">\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-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/software-integrations-hospitality-retail\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Top 7 \u200b\u200bSoftware Integrations for Hospitality and Retail\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Integrations-for-hospitality-retail-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-18 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-17 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\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/downloadable\/\" rel=\"tag\">Downloadables<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/software-integrations-hospitality-retail\/\" target=\"_self\" >Top 7 \u200b\u200bSoftware Integrations for Hospitality and Retail<\/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\">Disconnected systems cost UK hospitality and retail teams hours every pay run. Discover the top 7 integrations that actually work.&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\/resources\/software-integrations-hospitality-retail\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Top 7 \u200b\u200bSoftware Integrations for Hospitality and Retail<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/software-integrations-hospitality-retail\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50389 resources type-resources status-publish has-post-thumbnail hentry resource-type-webinar search-tags-upcoming-webinar\">\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-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/mental-health-awareness-week-managers-webinar\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1280\" height=\"720\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Landing-Page-UK-Webinar-26.05-Mental-Health-Awareness-Week-_.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Mental Health Awareness Week 2026: Breakfast Sessions for Managers That Care\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Landing-Page-UK-Webinar-26.05-Mental-Health-Awareness-Week-_.webp 1280w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Landing-Page-UK-Webinar-26.05-Mental-Health-Awareness-Week-_-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Landing-Page-UK-Webinar-26.05-Mental-Health-Awareness-Week-_-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Landing-Page-UK-Webinar-26.05-Mental-Health-Awareness-Week-_-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Landing-Page-UK-Webinar-26.05-Mental-Health-Awareness-Week-_-440x248.webp 440w\" sizes=\"auto, (max-width: 1280px) 100vw, 1280px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 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-20 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\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/webinar\/\" rel=\"tag\">Webinars<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/mental-health-awareness-week-managers-webinar\/\" target=\"_self\" >Mental Health Awareness Week 2026: Breakfast Sessions for Managers That Care<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Join 91±¬ΑΟ&#8217;s free 5-day webinar series for UK managers this Mental Health Awareness Week. Five sessions on real scenarios.&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\/resources\/mental-health-awareness-week-managers-webinar\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Mental Health Awareness Week 2026: Breakfast Sessions for Managers That Care<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/mental-health-awareness-week-managers-webinar\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50314 resources type-resources status-publish has-post-thumbnail hentry resource-type-templates\">\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-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/probationary-period-review-template\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK-.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Probationary Period Review Template for UK Employers\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK-.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK--300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK--1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK--768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK--1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK--864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Probation-Period-Review-Template-UK--440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 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-23 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\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/templates\/\" rel=\"tag\">Templates<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/probationary-period-review-template\/\" target=\"_self\" >Probationary Period Review Template 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-8\"><p class=\"wp-block-post-excerpt__excerpt\">Download our free probation review template for UK employers and learn about structuring meetings, giving feedback, and navigating probations. <\/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\/resources\/probationary-period-review-template\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Probationary Period Review Template for UK Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/probationary-period-review-template\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The Employment Rights Act 2025 introduces major changes for UK employers. See what\u2019s changing, key dates, and how to prepare to avoid costly compliance mistakes.<\/p>\n","protected":false},"featured_media":47240,"menu_order":0,"template":"","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":"9 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","video_type":"","file_video":"","download_content_type":"file","download_file":"47413","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[168],"topic":[],"industry":[],"search-tags":[319],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-47231","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","search-tags-in-depth-analysis"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/47231","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":44,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/47231\/revisions"}],"predecessor-version":[{"id":47520,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/47231\/revisions\/47520"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/47240"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=47231"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=47231"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=47231"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=47231"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/search-tags?post=47231"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=47231"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=47231"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=47231"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=47231"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=47231"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=47231"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=47231"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=47231"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}