As we enter April and finish our Easter weekend, a significant tranche of new employment law rights will take effect under the Employment Rights Act 2025, and is the first major implementation of this legislation. Changes include increased penalties for failure to conduct collective redundancy consultation, expanded whistleblowing protections to cover sexual harassment, simplified trade union recognition processes, and new requirements for employers to retain annual leave records for six years. Additionally, a new enforcement body will be established to oversee and enforce these regulations. These changes will affect employers who may be planning larger-scale redundancies from 6 April onwards, and the internal policies and procedures that Companies currently have.
The changes in this article detail the specific reforms made under the Employment Rights Act 2025, and is separate from the changes to statutory sick pay and national minimum wage rates which are also taking effect in April, as detailed in our previous updates:
Effective from 6 April, there will be a significant increase in maximum protective awards for employers failing to comply with collective redundancy consultation obligations, which arise when an employer is proposing 20 or more redundancies at a single establishment within a period of 90 days;
This article is commentary on matters of public concern. It is not legal advice. Consult licensed counsel about specific situations. This is Wrong. This is Illegal The President of the United Stat...