Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 11 SEPTEMBER 2026

Employment Rights Act 2025: Key Changes, Implementation Timeline & What Employers Need To Know

Paris Smith LLP
Paris Smith LLP
Contributor
Paris Smith LLP

Paris Smith LLP

Paris Smith enjoys an exceptional reputation as a provider of services from its offices in...

View firm profile
Explore more from Paris Smith LLP

The Labour Government's Employment Rights Act 2025 introduces sweeping reforms to worker protections and employment practices across the UK. With implementation phased over the next two years, employers face significant changes to unfair dismissal rights, zero-hours contracts, flexible working arrangements, and trade union relations. Understanding the detailed timeline and preparing for these transformative measures will be crucial for businesses navigating this new employment landscape.

United KingdomEmployment and HR
Claire Merritt
Claire Merritt
Shannon Montford
Shannon Montford

On 10 October 2024, the Labour Government introduced The Employment Rights Bill (‘ERB’). The ERB received Royal Assent on 18 December 2025 becoming the Employment Rights Act 2025.

This was the Government’s first step in delivering its plan to ‘Make Work Pay’ and, as promised, it was introduced within 100 days of the new Government being formed.

Since its introduction, there has been much talk of the raft of new changes aimed at increasing worker protections and ‘cracking down’ on poor employment practices.

We understand that the changes have not been easy to keep up with and, with so many being proposed, employees and employers alike may feel overwhelmed and unsure of where they currently stand and what comes next.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

UK Right To Work Checks: What Changes On 1 October 2026

The UK's right-to-work regime is undergoing a fundamental transformation that will extend compliance obligations far beyond traditional employment relationships. From 1 October 2026, businesses engaging contractors, agency workers, platform-based workers, and complex supply chains will face new liability risks that travel up entire contracting chains. Understanding these changes and implementing the required contractual terms, substitution controls, and identity verification systems is now critical for orga
United KingdomEmployment and HR
Mishcon de Reya LLP
Mishcon de Reya LLP
Article

Employment Case Law Update | Autumn 2026 – Unfair Dismissal, Equal Pay And Discrimination

Recent UK employment law decisions have reshaped how employers must approach part-time worker protection, philosophical belief discrimination, freedom of speech in academic settings, and equal pay claims. These landmark cases establish new precedents for workplace policies, disciplinary procedures, and compensation structures that could significantly impact organizational practices.
United KingdomEmployment and HR
Shakespeare Martineau LLP
Shakespeare Martineau LLP
Article

Prevention Of Illegal Working — Key Changes Taking Effect 1 October 2026

The UK's illegal working regime has undergone its most significant expansion since inception, extending right to work obligations beyond traditional employment to encompass workers, individual subcontractors, and platform-based arrangements. A new "extended liability" framework now exposes businesses throughout supply chains to civil penalties of up to £60,000 per illegal worker, even where they lack direct contractual relationships.
United KingdomEmployment and HR
Mayer Brown
Mayer Brown
Article

Acas Publishes Fully Revised Draft Code Of Practice On Disciplinary And Grievance Procedures

On 30 July 2026, Acas published a fully revised draft Code of Practice on Disciplinary and Grievance Procedures, marking the first comprehensive update since 2015. The proposed changes introduce significant new requirements around informal resolution, reasonable adjustments for disabled workers, and updated guidance on suspension, mediation, and the right to be accompanied at workplace meetings.
United KingdomEmployment and HR
Winckworth Sherwood LLP
Winckworth Sherwood LLP
Article

Employer Right To Work Checks: Extended Liability From 1 October 2026

UK employer right to work checks are expanding on 1 October 2026 to cover workers, subcontractors, and gig economy arrangements, with civil penalties of up to £60,000 per worker extending beyond direct employers through contractual chains. Businesses must now review their engagement models, update contracts, and implement new verification systems to avoid liability for workers they may never have directly engaged.
United KingdomEmployment and HR
Paris Smith LLP
Paris Smith LLP
Article

Annual Accounts: Dos And Don’ts For Directors When Approving And Filing

Directors face serious legal consequences when they fail to properly prepare, approve and file company accounts. This guide examines the critical procedural requirements under the Companies Act 2006, from maintaining robust financial records to securing proper board approval, while highlighting common pitfalls that can lead to criminal liability and director disqualification.
United KingdomCorporate/Commercial Law
Paris Smith LLP
Paris Smith LLP
Article

Industrial Action – Protections Against Detriments And Dismissal

The Employment Rights Act 2025 introduces significant changes to protections for employees taking industrial action, expanding beyond the previous 12-week dismissal window and addressing detriments short of dismissal. These reforms respond to a Supreme Court ruling that found existing law incompatible with the right to freedom of assembly and association under the European Convention on Human Rights.
United KingdomEmployment and HR
Paris Smith LLP
Paris Smith LLP
Article

Collective Redundancies

The Employment Rights Act 2025 introduces significant changes to collective redundancy obligations in the UK, including a new threshold that will trigger consultation requirements across multiple establishments within an organization. Employers face doubled financial penalties for non-compliance, with protective awards potentially reaching 180 days gross pay per dismissed employee from April 2026, making understanding these evolving requirements critical for workforce planning.
United KingdomEmployment and HR
Paris Smith LLP
Paris Smith LLP