{"id":9690,"date":"2026-04-06T13:33:00","date_gmt":"2026-04-06T13:33:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=9690"},"modified":"2026-08-14T09:46:30","modified_gmt":"2026-08-14T09:46:30","slug":"labour-government-employment-law-changes-tracker","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/labour-government-employment-law-changes-tracker\/","title":{"rendered":"Employment Rights Act \n2025 hub"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-91b54b4f wp-block-group-is-layout-flex\">\n<p class=\"\">By <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-infogram wp-block-embed-infogram\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"infogram-embed\" data-id=\"_\/r73TFPjnKZBIdaSATNax\" data-type=\"interactive\" data-title=\"167386-UK-Employment rights act hub\"><\/div><script>!function(e,n,i,s){var d=\"InfogramEmbeds\";var o=e.getElementsByTagName(n)[0];if(window[d]&&window[d].initialized)window[d].process&&window[d].process();else if(!e.getElementById(i)){var r=e.createElement(n);r.async=1,r.id=i,r.src=s,o.parentNode.insertBefore(r,o)}}(document,\"script\",\"infogram-async\",\"https:\/\/e.infogram.com\/js\/dist\/embed-loader-min.js\");<\/script>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"whats-already-happened\">What&#8217;s already happened<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-passage-of-the-employment-rights-act-2025-april-2026-changes-implemented\">Passage of the Employment Rights Act 2025 &#8211; April 2026 changes implemented<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Bill, described as&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/commentary-and-insights\/employment-rights-act-2025-hub\/167386\/~\/article\/167356\">&#8220;the greatest shift in employment legislation in decades&#8221;<\/a>, received Royal Assent on 18 December 2025 and passed into law as the Employment Rights Act 2025.&nbsp;<a><\/a>In accordance with the Government&#8217;s&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">timeline<\/a>, the following measures were implemented on 6 April 2026 (7 April 2026 in the case of the Fair Work Agency):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">extended eligibility for&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/statutory-sick-pay\/20356\/\">statutory sick pay<\/a>;<\/li>\n\n\n\n<li class=\"\">making&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/paternity-leave\/113063\/\">paternity leave<\/a>&nbsp;and&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/ordinary-parental-leave\/20372\/\">ordinary parental leave<\/a>&nbsp;day-one rights;<\/li>\n\n\n\n<li class=\"\">simplifications of the&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/trade-union-recognition-recognition-process\/167915\/\">trade union recognition process<\/a>;<\/li>\n\n\n\n<li class=\"\">doubling of the&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/collective-redundancy-consultation-duty-to-consult\/167630\/\">protective award<\/a>&nbsp;from 90 to 180 days&#8217; pay;<\/li>\n\n\n\n<li class=\"\">establishment of the&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/fair-work-agency\/168014\/\">Fair Work Agency<\/a>;<\/li>\n\n\n\n<li class=\"\">addition of sexual harassment to&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/whistleblowing\/20375\/\">whistleblowing legislation<\/a>; and<\/li>\n\n\n\n<li class=\"\">introduction of a duty to make and retain&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/holiday-entitlement\/20366\/#recordkeeping\">holiday leave and pay records<\/a>.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"whats-happening\">What&#8217;s happening<\/h2>\n\n\n\n<p class=\"\">This is our summary of the main employment law news and of legislative changes that will be happening, with analysis of what they mean for you as an HR professional.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-a-new-acas-code-of-practice-on-disciplinary-and-grievance-procedures\">A new Acas Code of Practice on disciplinary and grievance procedures<\/h3>\n\n\n\n<p class=\"\">Acas is consulting on a new Code of Practice on disciplinary and grievance procedures. It published a&nbsp;<a href=\"https:\/\/www.acas.org.uk\/about-us\/acas-consultations\/code-of-practice-disciplinary-grievance-2026\/draft-code\" target=\"_blank\" rel=\"noreferrer noopener\">draft Code<\/a>&nbsp;and launched&nbsp;<a href=\"https:\/\/www.acas.org.uk\/about-us\/acas-consultations\/code-of-practice-disciplinary-grievance-2026\" target=\"_blank\" rel=\"noreferrer noopener\">the consultation<\/a>&nbsp;on 30 July 2026.<\/p>\n\n\n\n<p class=\"\">The draft code has a greater focus on encouraging employers and employees to resolve disputes informally wherever possible.<\/p>\n\n\n\n<p class=\"\">Employers can review the draft code and respond to the consultation, which closes on 23 September 2026. It is not yet known when a new code would come into force.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/uk\/products\/hr-compliance-centre\/?intcmp=hrcc-resources|cta-single|dark|banner|hrcc-product-page|learn-more\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"august-2026\">August 2026<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-introduction-of-electronic-and-workplace-balloting-in-connection-with-industrial-action\">Introduction of electronic and workplace balloting in connection with industrial action<\/h3>\n\n\n\n<p class=\"\">One of the trade union reforms under the Employment Rights Act 2025 is the introduction of electronic and workplace balloting in connection with industrial action.<\/p>\n\n\n\n<p class=\"\">The Government has published a&nbsp;Code of practice on electronic and workplace balloting for statutory trade union ballots.<\/p>\n\n\n\n<p class=\"\">The legislation to implement the changes (the&nbsp;Trade Unions (Permissible Means of Voting) and Employment Rights (Unfair Dismissal) (Amendment) Order 2026&nbsp;and the&nbsp;Code of Practice (Electronic and Workplace Balloting for Statutory Trade Union Ballots) Order 2026) has now been made.<\/p>\n\n\n\n<p class=\"\">The measures come into effect on 25 August 2026.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Stay informed:<\/strong> Review the&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/electronic-and-workplace-balloting-code-of-practice\" target=\"_blank\" rel=\"noreferrer noopener\">Code of practice on electronic and workplace balloting for statutory trade union ballots<\/a>. The code includes practical guidance for employers as well as for unions and independent scrutineers.<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead:<\/strong> Consider the issues that would arise from a workplace ballot with an on-site voting station and how the organisation would respond to a workplace ballot request.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"october-2026\">October 2026<\/h2>\n\n\n\n<p class=\"\">According to the Government&#8217;s Employment Rights Act 2025 roadmap, the following changes will take effect in October 2026.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-extension-of-employment-tribunal-time-limits\">Extension of employment tribunal time limits<\/h3>\n\n\n\n<p class=\"\">The time limit for someone to make a claim at an employment tribunal is currently three months, for most types of claim. The Employment Rights Act 2025 increases the time limit to six months for all employment tribunal claims.<\/p>\n\n\n\n<p class=\"\">This measure is due to come into effect on 1 October 2026.<\/p>\n\n\n\n<p class=\"\">The longer time limit will apply where the event (or last in a series of events) giving rise to the claim occurs on or after 1 October 2026.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-0\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Review data retention policies<\/strong>: When the longer time limits come into effect, data retention periods will need to be increased where information is kept for the purpose of defending potential tribunal claims. Check that staff with record-keeping responsibilities are prepared for the change and that data retention periods are enforced in practice.<\/li>\n\n\n\n<li class=\"\"><strong>Audit dispute resolution practice:<\/strong> The longer period for individuals to bring a claim will mean greater uncertainty for employers where there is a potential dispute. Assess whether there is scope for improving how disputes are handled within the organisation, to achieve early resolution and avoid tribunal claims.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-stronger-harassment-law\">Stronger harassment law<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 places an obligation on employers to take all reasonable steps to prevent sexual harassment of their workers instead of reasonable steps.<\/p>\n\n\n\n<p class=\"\">The Act also introduces employer liability for third-party harassment. This liability is not just limited to sexual harassment, but extends to harassment on the grounds of age, disability, religion or belief, sex and sexual orientation.<\/p>\n\n\n\n<p class=\"\">These changes are due to come into force on 30 October 2026.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-1\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Audit current practices: <\/strong>Assess current approach to assessing, managing and preventing the risk of harassment, including from third parties.&nbsp;<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead: <\/strong>Start preparing now using our Leading practice guides on Building a working environment free from harassment.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation:<\/strong> Although not confirmed, there is likely to be further consultation on the detail of the regulations.&nbsp;<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Look out for regulations intended to clarify what constitutes reasonable steps (although these are not expected until 2027, which is after the changes have come into force).<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-reform-of-trade-union-laws-phase-three\">Reform of trade union laws &#8211; phase three<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 reforms trade union legislation. Phase three of the reforms will:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">introduce a right of union access to the workplace (both physical and virtual), to meet, support, represent, recruit or organise workers, and to facilitate collective bargaining;<\/li>\n\n\n\n<li class=\"\">require employers to provide workers with a written statement that they have the right to join a trade union;<\/li>\n\n\n\n<li class=\"\">require employers to provide trade union representatives with reasonable accommodation and facilities;<\/li>\n\n\n\n<li class=\"\">introduce a right to time off for trade union equality representatives;<\/li>\n\n\n\n<li class=\"\">prohibit any detriment imposed for the purpose of penalising, preventing, or deterring a worker from taking industrial action; and<\/li>\n\n\n\n<li class=\"\">strengthen protections against unfair practices during the statutory recognition process.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">On 6 July 2026, the Government published the draft\u00a0<a href=\"https:\/\/www.legislation.gov.uk\/ukdsi\/2026\/9780348285321\/data.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Regulations<\/a>\u00a0and\u00a0<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-draft-code-of-practice-on-trade-union-right-of-access\" target=\"_blank\" rel=\"noreferrer noopener\">Code of practice<\/a>\u00a0on the right of trade unions to access workplaces. These confirm the process to follow when a union requests access, and the role of the Central Arbitration Committee if an agreement is not reached.<\/p>\n\n\n\n<p class=\"\">All these reforms are due to come into force on 30 October 2026.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-2\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/podcasts-and-webinars\/webinar-employment-rights-act-2025-how-should-hr-be-approaching-the-new-trade-union-access-rights\/168050\/\">Review current practices<\/a>\u00a0around employee relations: In non-unionised organisations, review whether effective arrangements are currently in place for consulting and engaging with staff (eg staff councils). Consider introducing or improving processes to enhance employee relations and engagement.<\/li>\n\n\n\n<li class=\"\">Cultivate good relations with staff and unions: In unionised organisations, adopt best practice and cultivate constructive relationships with both unions and staff. Ensure current dispute resolution procedures are effective.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Look out for the Government&#8217;s response to its consultation on the\u00a0<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-duty-to-inform-workers-of-right-to-join-a-union\" target=\"_blank\" rel=\"noreferrer noopener\">duty to inform workers of their right to join a union<\/a>, and be prepared to implement the requirement to provide a written statement.<\/li>\n\n\n\n<li class=\"\"><strong>Prepare for access requests:<\/strong>\u00a0Review the draft\u00a0<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-draft-code-of-practice-on-trade-union-right-of-access\" target=\"_blank\" rel=\"noreferrer noopener\">Code of Practice: Right of trade unions to access workplaces<\/a>, and prepare for how the organisation would respond to a request for access from a union. Consider what access would be reasonable to provide, in terms of locations and timings, and any specific issues, such as privacy or health and safety.<\/li>\n\n\n\n<li class=\"\"><strong>Check applicability to your organisation:<\/strong> Employers with fewer than 21 employees will not be required to provide unions with workplace access. The number of employees includes those at associated employers in a group, rather than being calculated at workplace level.<\/li>\n\n\n\n<li class=\"\">Separately, the draft\u00a0<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-recognition-code-of-practice-and-e-balloting-unfair-practices\" target=\"_blank\" rel=\"noreferrer noopener\">Code of practice: Access and Unfair Practices During the Recognition and Derecognition Process<\/a>\u00a0deals with access in the specific context of recognition\/derecognition processes, so review this code if a recognition request is anticipated.<\/li>\n\n\n\n<li class=\"\">Review the draft\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/draft-acas-code-on-time-off-for-trade-union-duties-and-activities\" target=\"_blank\" rel=\"noreferrer noopener\">Acas code of practice on time off for trade union duties and activities<\/a>\u00a0and consider if current arrangements for providing accommodation and facilities for union representatives and time off for equality representatives meet the new requirements.<\/li>\n\n\n\n<li class=\"\"><strong>Train managers:<\/strong> Provide staff with training on the reforms, in particular on managing employee relations during industrial disputes, in light of the new protection from detriment for taking industrial action.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"what-might-be-happening\">Protection for workers engaged on outsourced public sector contracts<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 enables regulations to be published that would seek to prevent a &#8220;two-tier workforce&#8221; between employees engaged on the same outsourced public sector service contract.<\/p>\n\n\n\n<p class=\"\">These regulations are expected to outline specific terms that must be included in outsourcing agreements to ensure that private sector employees engaged on such contracts are treated no less favourably than those who transferred from the public sector under previous arrangements.<\/p>\n\n\n\n<p class=\"\">The Act also provides for the publication of a code of practice containing guidance on outsourcing agreements.<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\"><\/ul>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-3\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Audit workforce:<\/strong> Identify individuals who may be entitled to stronger rights to start the process of assessing the impact of the change.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Look out for new regulations and a code of practice containing guidance on outsourcing agreements.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-by-end-of-2026\">By end of 2026<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-fair-pay-agreement-process-in-adult-social-care-sector-to-be-established\">Fair Pay Agreement process in adult social care sector to be established<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 provides for the establishment of the Adult Social Care Negotiating Body for England, which will have a remit to negotiate a Fair Pay Agreement (FPA) on pay and terms and conditions for adult social care workers.<\/p>\n\n\n\n<p class=\"\">According to the Government&#8217;s&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/consultations\/fair-pay-agreement-process-in-adult-social-care\" target=\"_blank\" rel=\"noreferrer noopener\">response to its recent consultation<\/a>, and accompanying&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/news\/care-workers-to-be-represented-in-fair-pay-agreements\" target=\"_blank\" rel=\"noreferrer noopener\">press release<\/a>, it intends to bring forward regulations to establish the negotiating body in October 2026, with the negotiating body being set by the end of 2026. The first negotiations will begin in April 2027.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-4\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Stay informed:<\/strong> If your organisation is part of the adult social care sector, review the Government&#8217;s response to its recent consultation on the design of the fair pay agreement process and look out for the regulations.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-tightening-tipping-law\">Tightening tipping law<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 places an obligation on employers to consult employee representatives when developing or revising their tipping policies.<\/p>\n\n\n\n<p class=\"\">Specifically, employers will be required to review their written policy, in consultation with employee representatives (or affected employees where there are no existing employee representatives), at least once every three years.<\/p>\n\n\n\n<p class=\"\">Additionally, employers that have carried out a consultation will be required to make available an anonymised written summary of consultation responses to all workers.<\/p>\n\n\n\n<p class=\"\">The Government has said that this measure will take effect by the end of 2026 (it was previously expected in October 2026).<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-5\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Audit current practices: <\/strong>Assess current approach to consulting staff to determine whether this is adequate to meet these new consultation requirements.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Review the Government&#8217;s&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-strengthening-the-law-on-tipping\" target=\"_blank\" rel=\"noreferrer noopener\">consultation response<\/a>&nbsp;and&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/distributing-tips-fairly-revised-statutory-code-of-practice\" target=\"_blank\" rel=\"noreferrer noopener\">draft revised statutory code of practice<\/a>. Monitor further developments, including the expected new consultation on the draft code and additional guidance. Employers should continue to follow the existing code of practice in the meantime.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2027\">January 2027<\/h2>\n\n\n\n<p class=\"\">According to the Government&#8217;s Employment Rights Act 2025 roadmap, the following changes will take effect in January 2027.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-unfair-dismissal-qualification-period-reduced-to-six-months\">Unfair dismissal qualification period reduced to six months<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 will reduce the qualifying period for protection from unfair dismissal from two years to six months.<\/p>\n\n\n\n<p class=\"\">The Government had originally planned to remove the qualifying period completely, so that all employees could bring an unfair dismissal claim from day one in their job. Following pushback from the House of Lords, the Government announced the revised proposal of unfair dismissal protection after six months.<\/p>\n\n\n\n<p class=\"\">The protection will take effect from 1 January 2027 (meaning that employees hired from 2 July 2026 would gain protection from unfair dismissal after six months).<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-6\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Audit current practices:<\/strong> Review how often employees are dismissed in the first couple of years of employment, and the reasons for those dismissals. If necessary, consider a different approach to recruitment, onboarding and probation, to rely less on the potential to dismiss an employee if their employment does not work out.<\/li>\n\n\n\n<li class=\"\"><strong>Review policies and procedures:<\/strong> If you decide to reduce your probationary periods, with the aim that performance reviews can be completed before the employee gains the right to claim unfair dismissal, you should not wait until January 2027.<\/li>\n\n\n\n<li class=\"\"><strong>Review contracts:<\/strong> Consider using a shorter notice period during the probationary period and provision for pay in lieu of notice, if your contracts do not already include this. Be aware that, if you dismiss an employee without notice, the statutory minimum one week&#8217;s notice will be added on to their service for unfair dismissal qualifying purposes.<\/li>\n\n\n\n<li class=\"\"><strong>Support line managers:<\/strong> Embed procedures to ensure that managers act reasonably when employees are dismissed during or at the end of the probationary period, even where they do not yet have unfair dismissal protection. Check that managers are holding regular performance reviews with probationers and don&#8217;t delay identifying and dealing with any issues.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-removal-of-unfair-dismissal-compensation-cap\">Removal of unfair dismissal compensation cap<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 will remove the limit on the compensatory award for unfair dismissal claims (the cap is currently \u00a3123,543 or 52 times the claimant&#8217;s weekly pay, if lower).<\/p>\n\n\n\n<p class=\"\">The removal of the cap will apply to dismissals where the effective date of termination is on or after 1 January 2027.<\/p>\n\n\n\n<p class=\"\">This change is being made alongside a&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/commentary-and-insights\/employment-rights-act-2025-hub\/167386\/#unfair-dismissal-qualification-period\">reduction in the unfair dismissal qualifying period<\/a>&nbsp;from two years to six months.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-7\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Implement robust dismissal procedures:<\/strong> The need to have fair and robust dismissal procedures will be even more important, given the potential for an unlimited compensatory unfair dismissal award. The risk will be greater when dismissing high-earners, or lower-paid employees who have found it difficult to obtain alternative employment.<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead for settlement negotiations:<\/strong> With an uncapped award, expectations of exiting employees in any settlement negotiations are likely to be higher (particularly in senior roles) where the termination date is on or after 1 January 2027.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-limits-on-use-of-fire-and-rehire\">Limits on use of fire and rehire<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 will make it automatically unfair to dismiss an employee for refusing a &#8220;restricted variation&#8221; to their contract. A restricted variation includes changes relating to pay, hours of work, holiday entitlement, pensions, clauses permitting unilateral changes, and other terms that will be set out in regulations.<\/p>\n\n\n\n<p class=\"\">It will also be automatically unfair to dismiss an employee if the principal reason for the dismissal is to employ another person to do the same work as the dismissed employee, or rehire the dismissed employee to carry out the same work but under new terms covering the restricted variations.<\/p>\n\n\n\n<p class=\"\">There are limited exceptions to these rules if the employer can demonstrate that the business is in financial difficulties and the variation was unavoidable.<\/p>\n\n\n\n<p class=\"\">The Government has changed its timetable for implementing these measures. They are now expected to come into force in January 2027, pushed back from October 2026.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-medium-font-size\" id=\"h-what-can-hr-do-now-8\">What can HR do now?<\/h4>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Reconsider approach to fire and rehire:<\/strong> Think carefully before recommending fire and rehire as a solution to business leaders, considering the significant financial and reputational penalties at stake.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Look out for the Government&#8217;s response to its recent&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-fire-and-rehire-changes-to-expenses-benefits-and-shift-patterns\" target=\"_blank\" rel=\"noreferrer noopener\">consultation<\/a>&nbsp;and new regulations that will detail further restricted variations and revisions to the existing code of practice on dismissal and re-engagement, outlining the consultation process that employers will need to follow in cases where fire and rehire is permitted.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-4 is-position-sticky\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-outline is-style-outline--1\"><a class=\"wp-block-button__link has-secondary-blue-color has-text-color has-link-color wp-element-button\" href=\"\/uk\/tag\/employment-rights-act\/?intcmp=resource|era-hub|explore-our-era-hub\" style=\"border-top-left-radius:25px;border-top-right-radius:25px;border-bottom-left-radius:25px;border-bottom-right-radius:25px\">Explore our ERA resources<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#whats-already-happened\">What&#8217;s already happened<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#whats-happening\">What&#8217;s happening<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#august-2026\">August 2026<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#october-2026\">October 2026<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#2027\">January 2027<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-81430435 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<p class=\"\">Upcoming webinar<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">Practical actions to manage wage compression<\/h3>\n\n\n\n<p class=\"\">Discover practical, expert-led strategies to identify, address, and prevent wage compression, helping you maintain fair, competitive, and compliant pay structures across your organisation.<\/p>\n\n\n\n<p class=\"\">Thursday, 02 July 2026 11am BST<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/resources\/total-rewards\/pay-equity\/practical-actions-to-manage-wage-compression\/?intcmp=orange-cta|resources|webinar|sign-up-now\" style=\"border-radius:25px\">Sign up now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\" \/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-16791 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"has-link-color wp-elements-0b1b36f3c2dfa7682bfd13b67e3228a9 wp-block-post-title has-text-color has-primary-black-color\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/\" target=\"_self\" >The ERA era: The changes implemented so far<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-16757 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i tag-employment-rights-act topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"has-link-color wp-elements-0b1b36f3c2dfa7682bfd13b67e3228a9 wp-block-post-title has-text-color has-primary-black-color\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-how-do-you-prepare-for-the-unknown\/\" target=\"_self\" >Employment Rights Act 2025: How do you prepare for the unknown?<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-9690 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i tag-employment-rights-act topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"has-link-color wp-elements-0b1b36f3c2dfa7682bfd13b67e3228a9 wp-block-post-title has-text-color has-primary-black-color\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/labour-government-employment-law-changes-tracker\/\" target=\"_self\" >Employment Rights Act \n2025 hub<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color 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url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/06\/23124709\/two-female-hr-professionals-discussing-pay-gaps-in-office-courtyard.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/october-2026-employment-rights-act-changes-webinar\/\">HR\u2019s final prep for ERA October 2026 changes<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Get expert guidance on October 2026 employment law changes, including sexual harassment duties, third-party harassment liability, union access &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/how-will-the-employment-rights-act-2025-changes-to-unfair-dismissal-affect-the-use-of-fixed-term-contracts\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/07\/13145628\/older-business-woman-explaining-to-colleagues.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/how-will-the-employment-rights-act-2025-changes-to-unfair-dismissal-affect-the-use-of-fixed-term-contracts\/\">How will the Employment Rights Act 2025 changes to unfair dismissal affect the use of fixed-term contracts?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The Employment Rights Act 2025 will reduce the qualifying period for unfair dismissal claims to six months from &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-the-recap\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/07\/13161706\/14016320-bade-42ad-b911-ee2af1cfaee7_compressed.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-the-recap\/\">Employment Rights Act 2025: A recap<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The Employment Rights Act 2025 is reshaping employer obligations and raising the stakes for HR teams. Join Robert &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\"><div class=\"taxonomy-post_tag has-link-color wp-elements-4429aa2b12ed5f2acc172f49e56901fd wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/tag\/employment-rights-act\/\" rel=\"tag\">Employment Rights Act<\/a><\/div>\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/\" rel=\"tag\">Employment law updates<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/03\/12085308\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-313\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Brightmine<\/strong><\/p>\n\n\n\n<p class=\"\">With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight \u2013 empowering HR leaders to deliver brighter business outcomes.<\/p>\n\n\n\n<p class=\"\">For more than two decades, Brightmine, formerly XpertHR, has continued to help HR leaders confidently navigate the evolving world of work through our unique combination of critical workforce data, AI-enabled technology and trusted HR expertise.<\/p>\n\n\n\n<p class=\"\">Brightmine is a division of LexisNexis Data Services within RELX\u00ae, a global provider of information-based analytics and decision tools. RELX serves customers in 180+ countries with 35,000+ employees. Ticker: London: REL; Amsterdam: REN; New York: RELX.<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-ad14550bb07010b79fc22eb0ca4e129e\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This resource reviews Labour Government employment law changes that are in the pipeline and how you can prepare for them.<\/p>\n","protected":false},"author":65,"featured_media":10435,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resource","categories":[53],"tags":[102],"topic":[59],"class_list":["post-9690","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","tag-employment-rights-act","topic-employment-law-updates"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 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