With the Employment Rights Act 2025 coming into law on 18 December 2025, employers across the country have been making arrangements to accommodate new provisions related to holiday pay, statutory rights, employee protections against workplace harassment and more.
The Act represents the biggest changes to UK employment law in decades and is therefore being rolled out in a series of stages. A number of major changes came into play from April of this year, with the next significant batch set to become active in October.
For construction firms, some of these changes are particularly important, carrying wide-reaching legal implications, with cash outlays required to proactively combat them. We spoke to Carl Johnson, UK Sales Director at construction asset finance providers Anglo Scottish, and Lisa Branker, Head of Employment Law at Beecham Peacock solicitors, to find out more.
Which changes should you already be aware of? Which are coming soon? How can you prepare and pre-empt your policies? Find out below.
Improve harassment training and policies at all levels
From October of this year, employers will be liable for harassment from third parties, such as clients or site visitors, unless they have taken “all reasonable steps” to prevent such activity from happening. This will apply to all types of harassment.
Construction firms will need to be particularly wary of this, because of the way the average site is...
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