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- Type:
- Legal timetable
The Government has fleshed out the potential options for the organisation-wide triggers for the new collective redundancy consultation threshold under the Employment Rights Act 2025, which will affect employers making redundancies across multiple sites when the changes come into effect in 2027.
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- Date:
- 26 February 2026
- Type:
- Podcasts and webinars
The Employment Rights Act 2025 marks a major shift in unfair dismissal law. From January 2027, the qualifying period will drop from two years to six months - applying retrospectively to employees hired from July 2026 - and the cap on compensatory awards will be removed altogether. Stephen Simpson, principal editor at Brightmine, joins the podcast to break down the changes and share practical steps HR should be taking now to prepare.
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- Type:
- Survey analysis
As labour market conditions evolve, employers face growing pressure to retain key skills amid cost constraints, changing employee expectations and shifting workforce mobility. We present the latest data on voluntary and total labour turnover, alongside insight into retention practices and the key drivers of employee decisions to leave or stay.
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- Type:
- International
Enhanced to include new information on Austria.
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- Type:
- How to
Updated to reflect that employers have more flexibility to use automated decision-making under measures in the Data (Use and Access) Act 2025, but that they must still have safeguards in place.
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- Date:
- 13 February 2026
- Type:
- Commentary and insights
Updated to detail the number of employment law reforms in the 289 pages of the Employment Rights Act.
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- Type:
- How to
Updated throughout to reflect the Government's updated timeline on the introduction of the different reforms under the Employment Rights Act 2025.
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- Type:
- Editor's choice
There are no recent updates to highlight.
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- Type:
- Employment law guide
Updated with a reference to Pal v Accenture, which confirmed how employee capability should be assessed.
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- Type:
- Employment law guide
Updated with a reference to Pal v Accenture, which explored the difference between “capability” and “some other substantial reason” dismissals.