{"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":"2026-04-06T16:45:17","modified_gmt":"2026-04-06T16:45:17","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":"Labour Government employment law changes | On your radar"},"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=\"_\/5fRhesIv9S39annvFAKy\" data-type=\"interactive\" data-title=\"Employment rights bill timeline - article view\"><\/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-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\">Passage of the Employment Rights Act 2025 &#8211; April 26 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\/on-your-radar-employment-rights-act-2025-updates-and-hr-mythbusting\/167386\/~\/article\/167356\" target=\"_blank\" rel=\"noreferrer noopener\">&#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. In accordance with the Government&#8217;s&nbsp;<a href=\"https:\/\/assets.publishing.service.gov.uk\/media\/686507a33b77477f9da0726e\/implementing-the-employment-rights-bill-roadmap.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">timeline<\/a>&nbsp;setting out the&nbsp;implementation dates for individual measures.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"\">The majority of the provisions in the Employment Rights Act 2025 apply to England, Wales and Scotland. In Northern Ireland, the Government consulted on&nbsp;<a href=\"https:\/\/www.economy-ni.gov.uk\/consultations\/good-jobs-employment-rights-bill\" target=\"_blank\" rel=\"noreferrer noopener\">The &#8220;Good Jobs&#8221; Employment Rights Bill<\/a>, which contains proposals introducing and reforming various employment rights. On 28 April 2025, the following measures were implemented on 6 April 2026&nbsp;(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 <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/statutory-sick-pay\/20356\/\" target=\"_blank\" rel=\"noreferrer noopener\">statutory sick pay<\/a>;<\/li>\n\n\n\n<li class=\"\">making <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/paternity-leave\/113063\/\" target=\"_blank\" rel=\"noreferrer noopener\">paternity leave<\/a> and <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/ordinary-parental-leave\/20372\/\" target=\"_blank\" rel=\"noreferrer noopener\">ordinary parental leave<\/a> day-one rights;<\/li>\n\n\n\n<li class=\"\">simplifications of the <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/trade-union-recognition-recognition-process\/167915\/\" target=\"_blank\" rel=\"noreferrer noopener\">trade union recognition process<\/a>;<\/li>\n\n\n\n<li class=\"\">doubling of the <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/collective-redundancy-consultation-duty-to-consult\/167630\/#maximum-protective-award\" target=\"_blank\" rel=\"noreferrer noopener\">protective award<\/a> from 90 to 180 days&#8217; pay;<\/li>\n\n\n\n<li class=\"\">establishment of the <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/fair-work-agency\/168014\/\" target=\"_blank\" rel=\"noreferrer noopener\">Fair Work Agency<\/a>;<\/li>\n\n\n\n<li class=\"\">addition of sexual harassment to <a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-guide\/whistleblowing\/20375\/\" target=\"_blank\" rel=\"noreferrer noopener\">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\/news\/breaking-news-duty-to-keep-holiday-records-begins-6-april\/168025\/\" target=\"_blank\" rel=\"noreferrer noopener\">holiday leave and pay records<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">New right to bereaved partner&#8217;s paternity leave<\/h3>\n\n\n\n<p class=\"\">The Paternity Leave (Bereavement) Act 2024 will allow an employee to take paternity leave as a day-one right if the mother, or adopter, dies (although the Employment Rights Act 2025 will make paternity leave a day-one right in any event). The Act received Royal Assent on 24 May 2025, but the regulations required to bring it into effect are still pending.<\/p>\n\n\n\n<p class=\"\">Although not expressly included in the Act, provisions permitting a bereaved employee to take up to 52 weeks&#8217; unpaid paternity leave, keeping-in-touch days and enhanced redundancy protection may be implemented in regulations.<\/p>\n\n\n\n<p class=\"\">In its parental leave and pay review terms of reference, the Government has stated that it aims to bring bereaved partner&#8217;s paternity leave into force in 2026.<\/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=\"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\">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<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\">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 <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> 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\n\n\n<h3 class=\"wp-block-heading\">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<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\">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\">Tightening tipping law<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025&nbsp;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<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\">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>: Look out for the Government&#8217;s response to its recent <a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-strengthening-the-law-on-tipping\" target=\"_blank\" rel=\"noreferrer noopener\">consultation<\/a> and new regulations.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"what-might-be-happening\">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 is-style-brightmine-list-item-spacing-small\">\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; and<\/li>\n\n\n\n<li class=\"\">strengthen protection from dismissal and detriment for union members and their representatives taking protected industrial action.<\/li>\n<\/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\">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 current practices around employee relations<\/strong>: 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=\"\"><strong>Cultivate good relations with staff and unions<\/strong>: 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>Training<\/strong>: Provide staff with training on managing employee relations during industrial action, including training on rights of trade unions and their members.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation<\/strong>: Consider responding to the Government&#8217;s consultations on the&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-trade-union-right-of-access\" target=\"_blank\" rel=\"noreferrer noopener\">trade union right of access<\/a>&nbsp;and the&nbsp;<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>, which are both open until 18 December 2025.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">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<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\">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\">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<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\">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>Respond to call for evidence<\/strong>: The Government has announced that it will launch a call for evidence to examine a wide variety of issues relating to TUPE. Although not confirmed, this may consider public sector outsourcing contracts. It is not yet known when this call for evidence will be launched.<\/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<h3 class=\"wp-block-heading\">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 roadmap, it intends to bring forward regulations to establish the negotiating body in October 2026, and it is &#8220;committed to establishing the FPA process and seeing the first FPA take effect for adult social care workers in England within this Parliament&#8221;.<\/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\">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>Engage in consultation<\/strong>: Consider responding to the <a href=\"https:\/\/www.gov.uk\/government\/consultations\/fair-pay-agreement-process-in-adult-social-care\" target=\"_blank\" rel=\"noreferrer noopener\">consultation<\/a>, which closes on 16 January 2026.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2027\">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 2027.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">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. It is proposed that the protection will take effect retrospectively from 1 January 2027 (meaning that employees hired from 1 July 2026 would gain protection from unfair dismissal after six months).<\/p>\n\n\n\n<p class=\"\">Another significant late amendment to the Act removed the compensation cap for unfair dismissal (the cap is currently \u00a3118,223 or 52 times the claimant&#8217;s weekly pay, if lower).&nbsp;<\/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\">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>Future-proof processes: <\/strong>Review the length of probationary periods with the aim that performance reviews can be completed before the employee gains the right to claim unfair dismissal. 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.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Wider statutory right to bereavement leave<\/h3>\n\n\n\n<p class=\"\">Currently, only parents have a statutory right to bereavement leave, on the loss of a child. The Employment Rights Act 2025 extends bereavement leave to provide employees with time off to grieve the loss of loved ones in other circumstances.<\/p>\n\n\n\n<p class=\"\">For the moment, the necessary relationship to qualify for the leave is undefined but it may mirror that used in&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/quick-reference\/time-off-for-dependants\/59493\/\" target=\"_blank\" rel=\"noreferrer noopener\">time off for dependants<\/a>. We are also waiting for confirmation of the length and timing of bereavement leave.<\/p>\n\n\n\n<p class=\"\">The Act also extends the right to two weeks&#8217; parental bereavement leave to parents who experience a miscarriage before 24 weeks. Currently, in a pregnancy loss situation, parental bereavement leave is available only after 24 weeks of pregnancy.<\/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\">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 current policies<\/strong>: Begin by considering how the new bereavement leave right will interact with your organisation&#8217;s current compassionate leave arrangements.<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead<\/strong>: If you do not already offer bereavement leave, consider introducing it, to get ahead of the statutory requirement and provide managers with a consistent framework for supporting bereaved employees.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation<\/strong>: Consider responding to the Government&#8217;s consultation on <a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-leave-for-bereavement-including-pregnancy-loss\" target=\"_blank\" rel=\"noreferrer noopener\">leave for bereavement including pregnancy loss<\/a>, which is open until 15 January 2026.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed<\/strong>: Look out for regulations setting out the relationships that bereavement leave will apply to, the length of leave and the timescale for taking it.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Requirement to publish gender pay gap and menopause action plans<\/h3>\n\n\n\n<p class=\"\">Under the Employment Rights Act 2025, employers with 250 or more employees will be required to publish action plans as part of their annual gender pay gap reports. These must show any steps they are taking to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Address the pay gap<\/li>\n\n\n\n<li class=\"\">Support employees going through the menopause<\/li>\n<\/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\">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 practice<\/strong>: Ahead of the requirement to publish action plans, document what steps your organisation currently takes to address the gender pay gap and to support employees experiencing menopause.<\/li>\n\n\n\n<li class=\"\"><strong>Implement action plans<\/strong>: Research, develop and implement additional steps to form your gender equality action plan.<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead<\/strong>: Your organisation may already provide a narrative with your gender pay gap report, setting out the steps you are taking. If not, think about including one in your report from April 2026, rather than waiting for the statutory requirement the following year. Or expand current narratives to include steps relating to menopause support, where relevant.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Extra protection against dismissal for pregnant employees<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 will prohibit employers from dismissing an employee during pregnancy, while on maternity leave and during the six months after their return to work, except in specific circumstances. This additional protection also applies to employees during, and on return from, adoption leave and shared parental leave.<\/p>\n\n\n\n<p class=\"\">The circumstances in which dismissal will be allowed are not yet known &#8211; these will be defined in regulations, yet to be published. The detail here will be key to understanding the scope of the new law.<\/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\">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>Engage in consultation<\/strong>: Consider responding to the Government&#8217;s consultation on <a href=\"https:\/\/www.gov.uk\/government\/consultations\/make-work-pay-enhanced-dismissal-protections-for-pregnant-women-and-new-mothers\" target=\"_blank\" rel=\"noreferrer noopener\">enhanced dismissal protections for pregnant women and new mothers<\/a>, which is open until 15 January 2026.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed<\/strong>: Look out for the regulations finalising the specific exceptions, where dismissal will be allowed. Training line managers on the new rules, once they are announced, will be essential.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Reforms to flexible working requests<\/h3>\n\n\n\n<p class=\"\">Under the Employment Rights Act 2025, employers will still be able to refuse a flexible working request on the existing grounds. However, they will be able to do so only where the refusal is reasonable. They will also need to state the ground(s) and reasons for their refusal.<\/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\">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 practice<\/strong>: Prepare for a potential increase in the number of flexible working requests. Ensure that current processes for considering and responding to requests are fair and robust.<\/li>\n\n\n\n<li class=\"\"><strong>Training<\/strong>: Provide staff with training to ensure that they understand how to handle flexible working requests, particularly the need for refusals to be reasonable.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation<\/strong>: The Government has confirmed that it will seek feedback on these changes in winter 2025\/early 2026.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Reform of trade union laws &#8211; phase four<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 reforms trade union legislation. Phase four of the reforms will strengthen and expand the rules relating to blacklisting, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Making it clear that blacklisting prohibitions extend to predictive technology<\/li>\n\n\n\n<li class=\"\">Expanding protections to lists that are not prepared with discriminatory intent but that are used for that purpose<\/li>\n\n\n\n<li class=\"\">Prohibiting third parties from compiling blacklists, not just those in an employment relationship<\/li>\n<\/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\">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 policies and procedures<\/strong>: Review current policies and procedures to eliminate any risk of creating or using blacklists.<\/li>\n\n\n\n<li class=\"\"><strong>Training<\/strong>: Provide staff with training to ensure that they understand the rules relating to blacklisting.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation<\/strong>: The Government has confirmed that it will seek feedback on these changes in winter 2025\/early 2026.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed<\/strong>: The Government has said that it intends to carry out a wider review of the industrial relations framework. The introduction of the trade union reforms under the Employment Rights Act 2025 is likely to be just the beginning of a wider shift in industrial relations.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">New threshold for collective redundancy consultation<\/h3>\n\n\n\n<p class=\"\">At the moment, the duty to collectively consult arises where an employer is proposing to dismiss as redundant 20 or more employees at one establishment within a period of 90 days.<\/p>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 provides that the requirement to collectively consult will also be triggered where a different threshold is met. This new threshold has not yet been defined in regulations but is likely to involve a calculation across the entire organisation.<\/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\">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 existing procedures to understand how information potential redundancies is communicated across different sites.<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead<\/strong>: Ensure that systems for reviewing thresholds and triggers for collective consultation can be updated quickly to incorporate any new thresholds.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation<\/strong>: The Government has confirmed that it will seek feedback on the detail of this policy in late 2025 or early 2026.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed<\/strong>: Look out for regulations outlining the new threshold test.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">New rights for zero and low hours workers<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 places a duty on employers to offer guaranteed hours to zero and low hours workers who work regular hours over a specific reference period. It also provides workers with the right to reasonable notice of shifts, reasonable notice of cancellation or changes to shifts, and payments for shifts that are cancelled, moved or reduced at short notice.<\/p>\n\n\n\n<p class=\"\">These rights extend to agency workers in certain circumstances.<\/p>\n\n\n\n<p class=\"\">Employers and trade unions will be able to bypass these complex rules through a collective agreement.<\/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\">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>Consider workforce strategies:<\/strong> Assess whether the zero hours contract model remains viable as these reforms are likely to result in higher administrative costs, higher payroll costs and reduced flexibility.<\/li>\n\n\n\n<li class=\"\"><strong>Communicate with staff:<\/strong> Press hype surrounding the outlawing of zero hours contracts may lead workers to believe they are entitled to certain rights that have not yet been implemented.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation: <\/strong>The Government has confirmed that it will consult on these measures.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Look out for regulations which will provide more detail, including what counts as a &#8220;low hours worker&#8221; and how guaranteed hours offers should be calculated.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Regulation of umbrella companies<\/h3>\n\n\n\n<p class=\"\">The Government aims to ensure that individuals engaged through umbrella companies have the same employment rights as those engaged through recruitment agencies. To this end, it is using the Employment Rights Act 2025 to expand the definition of &#8220;employment business&#8221; to include umbrella companies, enabling them to be regulated. Regulation will be carried out by the Fair Work Agency, which is to be established in April 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\">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 the extent to which umbrella companies are involved in your workforce arrangements and assess the potential impact of their regulation.<\/li>\n\n\n\n<li class=\"\"><strong>Engage in consultation:<\/strong> According to the Government roadmap, there will be a consultation on the regulation of umbrella companies.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed:<\/strong> Look out for the detail of how the current rules covering employment businesses will be amended to regulate umbrella companies.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-might-happen\">What might happen<\/h2>\n\n\n\n<p class=\"\">Here, we tell you about changes that the Government is planning where we are still waiting on draft legislation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Statutory right to paid time off for fertility treatment<\/h3>\n\n\n\n<p class=\"\">On 4 November 2025 Labour MP Alice Macdonald used a 10-minute rule motion to encourage the Government to introduce a statutory right to paid time off for those undergoing fertility treatment and their partners to attend appointments. The Government currently has no plans to adopt the motion.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Vouchers for free HR advice on the Employment Rights Act<\/h3>\n\n\n\n<p class=\"\">It has been reported that the Government is exploring the possibility of introducing a voucher scheme that would give small businesses access to free HR advice to allow them to &#8220;<a href=\"https:\/\/www.cityam.com\/government-weighs-offering-hr-vouchers-to-small-businesses-over-employment-rights-changes\/\" target=\"_blank\" rel=\"noreferrer noopener\">navigate the contractual changes<\/a>&#8221; resulting from the Employment Rights Act.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Ethnicity and disability pay gap reporting<\/h3>\n\n\n\n<p class=\"\">The&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/next-steps-to-make-work-pay\" target=\"_blank\" rel=\"noreferrer noopener\">Next Steps to Make Work Pay<\/a>&nbsp;policy paper confirms that a new Equality (Race and Disability) Bill will extend pay gap reporting to ethnicity and disability for large employers. It will also extend the right to equal pay to include race and disability.<\/p>\n\n\n\n<p class=\"\">The Government&#8217;s&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/consultations\/equality-race-and-disability-bill-mandatory-ethnicity-and-disability-pay-gap-reporting\" target=\"_blank\" rel=\"noreferrer noopener\">consultation seeking views on how to introduce mandatory ethnicity and disability pay reporting for large employers (with 250 or more employees)<\/a>&nbsp;closed on 10 June 2025.<\/p>\n\n\n\n<p class=\"\">For many employers, new pay gap reporting duties will require significant changes in how they collect employee data. Get ahead with our\u00a0<a href=\"https:\/\/hrcentre.uk.brightmine.com\/leading-practice-guides\/empowering-ethnicity-disclosure-why-is-ethnicity-data-important\/167293\/\" target=\"_blank\" rel=\"noreferrer noopener\">Leading practice guide series on empowering ethnicity disclosure<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employment status reforms<\/h3>\n\n\n\n<p class=\"\">Employment status is important because it shapes employment rights. The Government has proposed merging employees and workers into a single category, which would potentially give more individuals access to a wider range of statutory rights.<\/p>\n\n\n\n<p class=\"\">The&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/next-steps-to-make-work-pay\" target=\"_blank\" rel=\"noreferrer noopener\">Next Steps to Make Work Pay<\/a>&nbsp;policy paper indicates that the Government intends to begin a consultation process with a view to creating a single worker status.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-isnt-happening\">What isn&#8217;t happening<\/h2>\n\n\n\n<p class=\"\">This section busts myths over changes that have been discussed but which are unlikely to go ahead. It also looks at changes that had been expected but are no longer in the legislative pipeline.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The right to disconnect<\/h3>\n\n\n\n<p class=\"\">Though widely anticipated, the right to disconnect was not mentioned in the Employment Rights Bill and plans to introduce it appear to have been shelved.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The banning of zero hours contracts<\/h3>\n\n\n\n<p class=\"\">Though much trailed in the media, this policy is not part of the Employment Rights Act. However, the Government has set out&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/commentary-and-insights\/on-your-radar-employment-rights-act-2025-updates-and-hr-mythbusting\/167386\/#new-entitlements\" target=\"_blank\" rel=\"noreferrer noopener\">proposals<\/a>&nbsp;to increase the regulation of the gig economy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The four-day, 32-hour working week<\/h3>\n\n\n\n<p class=\"\">The term &#8220;four-day week&#8221; is currently being used to mean two quite different things. The Government is not currently planning to implement the proposals by the campaign to give workers 100% of their current pay in return for working a four-day, 32-hour week. <\/p>\n\n\n\n<p class=\"\">However, employees remain entitled to request to work compressed hours &#8211; that is, working their contracted number of hours but across a reduced number of days &#8211; under the current right to request flexible working and its extended form in the Employment Rights Act.<\/p>\n\n\n\n<p class=\"\">For more information, listen to our <a href=\"https:\/\/sites.libsyn.com\/153326\/the-four-day-week-current-legislation-future-possibilities\" target=\"_blank\" rel=\"noreferrer noopener\">four-day week podcast<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">And finally, a mythbuster: Can employers really avoid liability for incidents after the work party ends?<\/h3>\n\n\n\n<p class=\"\">Picture this: The managing director (MD) of a business has invited and paid for his staff to attend the annual Christmas party at a golf club. Food and drink are provided (subject to a bar limit) and accommodation for staff is laid on at a nearby hotel.<\/p>\n\n\n\n<p class=\"\">As the party wraps up, the MD pays for taxis for those staff who choose to go on for unscheduled drinks at the hotel. In the small hours, and at the hotel, the MD and others start discussing work, and the MD is questioned by one member of staff about a new appointment. The MD, who is drunk, starts to lose his temper and lecture staff on how, as he pays their wages, he can do what he wants. In response to a non-aggressive comment from another manager, the MD punches the manager &#8211; twice. The manager sustains serious head injuries.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Question<\/h4>\n\n\n\n<p class=\"\">Is the employer on the hook (i.e. vicariously liable) for what happened?<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Answer<\/h4>\n\n\n\n<p class=\"\">Yes, the employer is liable. This is based on the High Court case of&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-cases\/vicarious-liability-employer-liable-for-directors-assault-after-work-christmas-party\/163715\/\" target=\"_blank\" rel=\"noreferrer noopener\">Bellman v Northampton Recruitment Ltd [2019]<\/a>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Why?<\/h4>\n\n\n\n<p class=\"\">Even though the drinks at the hotel were unscheduled and not part of the official event, the MD was acting in his role when talking about work and asserting his authority. As a senior employee, he was in control of proceedings and his actions at the post-event drinks were closely connected to his role.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Is an employer always liable for staff fights at work events?<\/h4>\n\n\n\n<p class=\"\">No &#8211; it depends on the facts, and it can be a grey area.<\/p>\n\n\n\n<p class=\"\">For example, in the case of&nbsp;<em>Shelbourne v Cancer Research UK [2019]<\/em>, a visiting scientist (not an employee, just a guest) lifted up and then dropped an employee on the dance floor, causing injury. The employer was not liable because the scientist was not required to be there, and lifting someone on the dance floor was not part of their job.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">The bottom line<\/h4>\n\n\n\n<p class=\"\">Essentially, for an employer to be vicariously liable, the employee&#8217;s actions must be &#8220;in the course of their employment&#8221;, with a clear link between their job and what happened off-duty.<\/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\"><strong>How can employers keep staff safe (and protect themselves)?<\/strong><\/h4>\n\n\n\n<p class=\"\">Here are some practical tips for making work parties fun, inclusive and safe:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Share clear written policies and guidelines on&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/policies-and-procedures\/work-related-social-events-policy\/49001\/\" target=\"_blank\" rel=\"noreferrer noopener\">work socials<\/a>.<\/li>\n\n\n\n<li class=\"\">Make sure managers and staff get regular training on these guidelines.<\/li>\n\n\n\n<li class=\"\">Do a risk assessment before the event &#8211; including risks like&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/letters-and-forms\/sexual-harassment-risk-assessment-form\/167314\/\" target=\"_blank\" rel=\"noreferrer noopener\">sexual harassment<\/a>.<\/li>\n\n\n\n<li class=\"\">Pick venues that are inclusive and accessible.<\/li>\n\n\n\n<li class=\"\">Consider whether some supervision or monitoring at the event would help.<\/li>\n\n\n\n<li class=\"\">After the party, review how things went and see what could be improved next time.<\/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 class=\"has-primary-black-color has-text-color has-link-color wp-elements-e3856eab5cc61a2bb15745255b7b9958\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#whats-happening\">What&#8217;s happening<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-b8581c22ef3053848b23297d9d884b54\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#april-2026\">April 2026<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-7305b40c885a4d7cb550e3875799e617\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#october-2026\">October 2026<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-5621f14009b81d698181311ae0f7edea\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#2027\">2027<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-b53d052cec8579b6d4ce45ac0100e6ef\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#what-might-happen\">What might happen<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-b1070a81a9ab9fcd2dce3be044cc238c\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#what-isnt-happening\">What isn&#8217;t happening<\/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\">How should HR be approaching the new trade union access rights?<\/h3>\n\n\n\n<p class=\"\">Tuesday, 21 April 2026 11am GMT<\/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\/talent-management\/employee-relations\/employment-rights-act-2025-trade-union-access\/?intcmp=orange-cta|resources|webinar|save-your-spot-now\" style=\"border-radius:25px\">Secure your spot<\/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-9690 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i tag-employment-rights-act topic-absence-management topic-harassment topic-employment-law-updates topic-flexible-working topic-redundancy\">\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\" >Labour Government employment law changes | On your radar<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15717 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-2025-essentials-trade-union-reforms\/\" target=\"_self\" >Employment Rights Act 2025 essentials: Trade union reforms<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15231 resources type-resources status-publish has-post-thumbnail hentry category-podcasts 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-will-women-in-the-workplace-benefit\/\" target=\"_self\" >Employment Rights Act 2025 &#8211; will women in the workplace benefit?<\/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\">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 has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/labour-government-employment-law-changes-tracker\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/02\/17112605\/Brightmine-employee-rights-bill-qanda-podcast.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<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\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\/labour-government-employment-law-changes-tracker\/\">Labour Government employment law changes | On your radar<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This resource reviews Labour Government employment law changes that are in the pipeline and how you can prepare &#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: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/the-era-era-takeaways-from-our-trade-union-reforms-roundtable\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/23103434\/team-meeting-collaboration-in-modern-office.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<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\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\/the-era-era-takeaways-from-our-trade-union-reforms-roundtable\/\">The ERA era &#8211; takeaways from our trade union reforms roundtable<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Are you ready for the trade union-related reforms contained in the Employment Rights Act 2025 (ERA)? We report &#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: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-essentials-industrial-action-reforms\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/02\/23072319\/business-handshake-in-office-meeting.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<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\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-essentials-industrial-action-reforms\/\">Employment Rights Act 2025 essentials: Industrial action reforms<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">In the latest part of our series exploring the detail of the Employment Rights Act 2025, we look &#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><\/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-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<h3 class=\"wp-block-heading\" style=\"font-size:clamp(17.905px, 1.119rem + ((1vw - 3.2px) * 1.383), 28px);\">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\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"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\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Centre and stay up to date, compliant and save valuable time<\/p>\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\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcentre.uk.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcentreuk-freetrial|take-a-free-trial\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/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 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