Gareth Dando provides guidance for businesses on navigating the less publicised reforms introduced by the legislation
Much of the discussion around the Employment Rights Act 2025 has focused on the headline-grabbing measures. For example, day-one unfair dismissal rights, strengthened flexible working protections and restrictions on exploitative zero-hours contracts have understandably attracted significant attention.
However, important changes have received far less scrutiny. While they may not generate the same headlines, they could have a significant impact on workplace policies and practices. Understanding these less-discussed reforms is just as important as preparing for the most prolific changes.
While statutory parental bereavement leave exists, reforms will broaden employee entitlements to include loss of a wider group of people and minimum leave periods of at least a week.
Although the finer details remain subject to yet to be published regulations, the direction of travel is clear. Employers will need to review existing compassionate leave policies and ensure managers are equipped to deal with requests consistently and sensitively.
For many organisations, the legal change may just formalise practices already in place. However, where policies are unclear or discretionary, there may be a greater need for structure and guidance.
Employers are already under a duty to take reasonable steps to prevent...
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