From 30th October 2026, the Employment Rights Act 2025 provides for stronger laws against sexual harassment.
Employment Rights Act 2025
The Department for Business and Trade has updated its implementation timetable for when various parts of the Employment Rights Act 2025 will be implemented.
The Employment Rights Act 2025 will, from 1 October 2026, extend time limits for bringing tribunal claims from three to six months.
Any ‘detriment’ suffered by striking workers will be prohibited under reforms in the Employment Rights Act 2025.
Legislation will enable electronic, hybrid and, in some circumstances, workplace voting for a range of statutory trade union ballots, including industrial action ballots.
The government is consulting on regulations needed to implement the zero and low hours measures in the Employment Rights Act 2025.
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.
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.
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