The new legislation is a catalyst for organisations to reflect on how they lead people, manage performance and support employee wellbeing
The Employment Rights Act 2025 represents one of the most significant shifts in employment law for a generation. While much of the conversation has centred around legal compliance, the bigger challenge for many organisations will be its effect on the work environment.
Employment legislation does not just change processes. It changes behaviours, expectations and the relationship between employers and employees.
The real test for organisations will not be the legislation itself, but how they respond to it. The organisations that listen, act and lead with clarity will not just manage the change; they will build stronger, more trusted cultures.
The scale of change under the Employment Rights Act 2025 is significant. However, our recent webinar poll highlighted that organisations are not only concerned about compliance, but the practical and cultural impact these changes could have on their workplaces.
When asked about their biggest concerns, 45% of respondents identified the reduction of the unfair dismissal qualifying period from two years to six months as their primary concern. This was followed by day-one statutory sick pay rights (20%) and increased trade union access to organisations (16%).
The findings reveal a common theme: organisations are concerned about how new...
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