The Employment Rights Act 2025 reduces the qualifying period for unfair dismissal to six months from 1 January 2027. Employers should consider the impact this will have on probationary periods and whether they need to implement any changes in time for the new rules. This guide has been updated to include guidance for employers on preparing for the reduced unfair dismissal qualifying period.
Important changes under the Employment Rights Act 2025, including the right of trade unions to access workplaces and employer liability for third-party harassment are due to come into force on 30 October 2026.
The removal of the earnings requirement and waiting days for eligibility for statutory sick pay, from 6 April 2026, mean that more casual and zero hour employees will qualify.
Practical guidance on the restrictions on harmonising contractual terms and conditions following a TUPE transfer, including economic, technical and organisational (ETO) reasons for variation, and the potential impact of restructures.