The Employment Rights Act 2025 amends the current rules for when the need to collectively consult arises and increase the potential penalties for a failure to do so.
Employment Rights Act 2025
Under the Employment Rights Act 2025, an employer’s ability to use ‘fire and rehire’ to change terms and conditions will be significantly restricted.
The Employment Rights Act 2025 makes changes to paternity, parental and bereavement leave as well as amending the qualification rules for statutory sick pay (SSP).
The Employment Rights Act 2025 will give certain qualifying workers (including agency workers) the right to be offered guaranteed hours over a defined period. Workers who want to remain on ZHCs will be able to do so.
The Employment Rights Act 2025 will strengthen employers’ obligations on gender pay gap reporting and supporting staff going through the menopause.
The Employment Rights Act 2025 provides for stronger laws against harassment – including from third parties.
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