Changes to the UK’s employment rights framework are set to have far-reaching implications for construction employers. From contracts to workforce planning, Nicola Smyrl outlines the key developments and their potential impact for the industry.

The Employment Rights Act 2025 has been described by the UK government as the biggest upgrade in employment rights for a generation, with measures intended to strengthen workers’ rights and improve workforce stability.

With the Act receiving Royal Assent in December, construction professionals and employers ought to be aware of the changes and how they may impact planning for future projects.

Some of the more significant changes are:

What’s changing?

The qualifying period for an employee to be eligible to claim unfair dismissal will reduce from two years’ service to six months.

Impact

Employees will have protection from dismissal at an earlier stage. Suitability for employment will need to be assessed carefully, and proper use should be made of probationary periods.

Where additional staff are needed for projects, consideration should be given to how they should be engaged. Employees on short-term contracts that exceed six months will qualify for protection.

How to prepare

• Review recruitment practices and approach to probationary periods.
• Consider how staff are engaged and how the arrangements may be affected by the new rules.
• Introduce management training on relevant issues.

What’s changing?

Zero-hours contracts will not be...

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