-
- Type:
- How to
Various changes under the Employment Rights Act 2025 took effect on 6 April 2026. HR should begin planning for further reforms due to be introduced later in 2026.
-
- Type:
- Quick reference
Updated to set out the protected period for employees on bereaved partner’s paternity leave.
-
- Type:
- Legal timetable
Updated to confirm that this uplift applies to redundancy dismissals that take effect on or after 6 April 2026. This gives HR clarity on exactly when their employer faces the danger of a higher protective award if it gets collective redundancy consultation wrong.
-
- Type:
- Legal timetable
Limits applying to various tribunal awards and other amounts payable under employment legislation increase on 6 April 2026, including the maximum amount of a week's pay for redundancy payments. HR teams should review the potential cost exposure of redundancies and disputes.
-
- Type:
- Employment law guide
The recent case of Chand v EE Limited addressed the fairness of conduct dismissals, making clear that tribunals must look at the actual reason relied on by the decision-maker, not reasons that could have been argued based on the evidence. HR should ensure that all allegations forming the basis of a dismissal are supported by reasonable grounds.
-
- Type:
- How to
Practical guidance on conducting a redundancy process, with links to more detailed guidance and resources to use at specific stages of the process.
-
- Type:
- Employment law guide
The Government has issued a consultation on the 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.
-
- 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.
-
- 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.
-
- 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.