Employment Rights Act 2025

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.

A consultation on implementing the provisions of the Employment Rights Act 2025 as regards bereavement leave has been published.

A consultation has been published on informing workers of their right to join a union.

A consultation has been published on enhanced dismissal protections for pregnant women and new mothers.

A consultation has been published on electronic and workplace balloting.

The Employment Rights Act 2025 makes two significant changes to the SSP scheme.

The Department for Business and Trade has published a helpful roadmap on when various parts of the Employment Rights Bill will be both consulted upon and then implemented.

The Employment Rights Act 2025 creates a new state enforcement agency - the Fair Work Agency (FWA) - scheduled to come into being in April 2026.