Today, the Employment Rights Act 2025 became law after receiving Royal Assent. While this is a significant milestone, most employers do not need to make immediate changes for the most part.
The Government will implement the Act’s measures in phases, with many details still subject to consultation and future regulations. Most reforms are not yet in effect, and at least 26 further consultations are expected to clarify operational details. Because many provisions require additional consultation or secondary legislation, the practical impact and requirements remain unclear.
Implementation will be staggered, with key reforms being rolled out in stages over the period to 2027.
A limited set of industrial relations-related changes are already in effect or will take effect in the near future.
The Strikes (Minimum Service Levels) Act 2023 is repealed from today, meaning that employers in key public service sectors will no longer be able to require staff to work during strikes to maintain minimum service levels.
From around February 2026, some Trade Union Act 2016 restrictions will be lifted, simplifying and reducing the information and reporting conditions for industrial action, and extending the mandate for industrial action to 12 months. Workers will also have automatic unfair dismissal protection during and after lawful industrial action, with no 12-week limit.
These targeted changes generally do not require most employers to update...
Fairfield Township (Essex) By: Richard L. Smith A Delaware-based company with operations in Fairfield, New Jersey, has agreed to pay nearly $2.9 million to settle allegations that it improperly o...