Navigating the New UK Employment Rights Act 2025

Are you ready for the changes coming in this month?   

The world of work is changing faster than ever in the UK and a major shift is underway.  

The government's "Make Work Pay" plan, driven by the new Employment Rights Act 2025 (ERA 2025), is introducing substantial reforms that will affect both employers and employees. 

The ERA 2025 is a legislative commitment to deliver a wide range of changes designed to modernise the workplace and improve fairness. These changes affect many aspects of employment law. 

A prime example of this, is the significant reduction in the qualifying period to claim unfair dismissal. This period is changing from the current two years down to just six months. This means new entrants to the workplace will have protection much earlier on in their employment journey. 

The first changes for 2026 under this Act are coming up on 18th February 2026. 

The measures taking place then relate to Trade Union Activity and include enhanced protections from detriments for participating in industrial action and from dismissal where an employee participates in protected, lawful, industrial action.  There are changes around fund opt-in requirements, balloting rules and picketing arrangements of which you need to be aware. 

Notably, there is no longer a requirement for public sector employers to publish information about trade union facility time. 

More changes relating to recognition of Trade Unions and consultation will follow in April 2026, alongside changes to sick pay, family friendly arrangements and the requirement to publish action plans on gender pay gaps and menopause. 

These changes highlight the need for HR management to proactive more than ever! 

Stay Informed: Follow us on LinkedIn, where we will share information relating to this piece of legislation. 

Get Ready: Understand what is currently in place, if you haven’t done so already. 

Act: Don't wait for legal challenge. Start making changes now!