Employers with 250 or more employees will be encouraged to publish the steps they are taking to reduce their gender pay gap and support employees through menopause from April 2026.
Employment Rights Act 2025
A consultation is asking for views on the level and methods by which the organisation-wide threshold for triggering collective redundancy obligations might be set.
A consultation is asking what types of detriment should be prohibited as part of the government’s plan to provide greater protection for workers taking official industrial action.
The Employment Rights Act 2025 will introduce stronger flexible working rules but no extra penalties.
Implementation of the fire and rehire provisions of the Employment Rights Act 2025 has been delayed until January 2027.
The Employment Rights Act 2025 will remove the compensation award cap on unfair dismissal entirely.
The Employment Rights Act 2025 will reduce the qualifying period from two years to 6 months’ employment.
The Employment Rights Act 2025 will amend the definition of ‘employment business’ – expanding it to include the actions commonly undertaken by umbrella companies – thereby bringing such companies within scope of the rules which govern the temporary labour market.
The Employment Rights Act 2025 provides that any agreement preventing a worker from making allegations or disclosures about harassment or discrimination, including disclosures about the employer's response to such allegations, will be void.
A consultation on implementing the provisions of the Employment Rights Act 2025 as regards bereavement leave has been published.
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