The Employment Rights Act 2025 received Royal Assent in December 2025 and now paves the way for significant reforms to UK employment law. The Act has been described as the "biggest upgrade to workers' rights in a generation". The changes are being introduced in phases, with key reforms coming in from April 2026 onwards. However, despite the Act becoming law, some of the detail on the new rules will be set out in future regulations, to be consulted on, with some 26 Government consultations expected in 2026. Employers will need to assess which reforms will have the most impact on their business and prepare for implementation. We have summarised the key changes, implementation dates and action points for employers on our Employment Rights Act Hub page Employment Rights Act - what does it mean for employers?
As widely reported, under the Employment Rights Act, the qualifying period for unfair dismissal claims will reduce to six months and the cap on compensation will be removed. Currently, employees need at least two years' service in most cases to claim unfair dismissal. The Government had planned to remove the qualifying period altogether but has now settled on a six-month qualifying service requirement. This is a significant change, meaning many more employees will have unfair dismissal rights. The change is scheduled to take effect from 1 January 2027, so that anyone employed from now until 1 July 2026 would immediately have unfair dismissal...
Amid the ongoing conflict involving Israel, the United States and Iran, several rumours about Israeli PM Benjamin Netanyahu have begun circulating widely on social media. Multiple viral posts have...