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.
Employment Rights Act 2025
The Employment Rights Act 2025 makes extensive changes to the law on trade union rights and industrial action.
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.
From 6 April 2026, employers must keep records of holiday pay and annual leave.
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.
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.
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