As the Employment Rights Act comes into force, the insurance sector is well placed to support policyholders in adapting to the required changes
The Employment Rights Act 2025 was a piece of landmark legislation for the Labour government, reflecting many of its priorities and manifesto commitments to strengthen rights for workers and trade unions.
The act means that significant changes to UK employment law will come into force over the next two years. UK businesses will need to deal with trade unions having the right to physical and digital access. They will also have to implement new steps to prevent sexual harassment, as well as facing potential liability for the harassment of employees by third parties.
Meanwhile, large employers will be expected to produce gender equality action plans in 2027, even though there may be a roll-back on diversity, equity and inclusion across the Atlantic in the United States.
All these changes are significant and, when coupled with the doubling of employment tribunal time limits from three months to six months, mean the exposure to claims for insurers also increases.
Andrew Marvin, client service director for UK and Ireland retail at Gallagher, said: “The act has major implications for both employers and employees, touching upon everything from the qualifying period for unfair dismissal to the ability to request flexible working from day one. As such, there are insurance implications for firms with Employment Practices Liability insurance...
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