The Employment Rights Act 2025 makes extensive changes to the law on trade union rights and industrial action.
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.
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.
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.
A consultation has been published on enhanced dismissal protections for pregnant women and new mothers.
The Employment Rights Act 2025 makes two significant changes to the SSP scheme.
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