The Employment Rights Act 2025: Key Changes Explained

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The Employment Rights Act 2025: An Overview of the Key Changes

The Employment Rights Act 2025: An Overview of the Key Changes

A practical overview of the Employment Rights Act 2025, from a shorter unfair dismissal qualifying period and longer tribunal time limits to the Fair

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Description

The Employment Rights Act 2025 is the most significant package of employment law reform in a generation. In this lecture, presented by Martin Mensah of Nine Chambers, you will get a clear, practical overview of the forthcoming changes, why they matter, and how employers and their advisers can prepare rather than simply react.

The session sets the changes in context, from the pressure on the employment tribunal system to the government's aims, and works through the headline reforms. These include the shorter unfair dismissal qualifying period, the longer tribunal time limit, the removal of the compensation cap, the new Fair Work Agency, and the restrictions on non-disclosure agreements in discrimination and harassment cases.

Throughout, Martin Mensah weighs the risks and the opportunities, using practical examples and case law on the “all reasonable steps” defence to harassment claims. The webinar closes on the shift towards guaranteed hours and what employers should be doing now ahead of full implementation expected in 2027.

Key Takeaways

- The Employment Rights Act 2025 amends the Employment Rights Act 1996 and other statutes including the Equality Act 2010, with implementation phased across 2025 to 2027.
- The unfair dismissal qualifying period is reduced and the tribunal time limit for bringing claims is extended, both of which are likely to increase the number of claims.
- Removing the cap on certain compensation changes the economics of settlement and may lead to more and longer tribunal hearings against an already stretched system.
- The new Fair Work Agency can pursue claims on behalf of individuals, raising practical questions about evidence, funding and the role of advisers and trade unions.
- Non-disclosure agreements that silence workers in discrimination or harassment cases will be void, subject to limited exceptions under the new Section 202A.
- Employers should strengthen their anti-harassment measures now, as the “all reasonable steps” defence depends on training, clear values and records, and should plan for guaranteed hours obligations.

What you'll learn

1. Understand the scope of the Employment Rights Act 2025, how it amends the Employment Rights Act 1996 and the Equality Act 2010, and the phased timetable to 2027.
2. Advise on the headline changes to unfair dismissal, including the shorter qualifying period and the extended tribunal time limit, and what they mean for litigation risk.
3. Explain the new enforcement and transparency measures, including the Fair Work Agency and the restrictions on non-disclosure agreements in discrimination and harassment cases.
4. Help employers prepare for the duty to prevent harassment and the move to guaranteed hours, using the “all reasonable steps” defence and practical compliance steps.

Requirements

Watch the recorded webinar and review any supporting documentation

Who is the target audience?

This course is aimed at employment law solicitors, barristers, paralegals and legal executives, together with HR professionals, in house counsel and employers who need a clear overview of the Employment Rights Act 2025 and its practical impact. It suits anyone advising on dismissal, tribunal claims, harassment, settlement agreements or workforce planning.

Course Content

Text

The Employment Rights Act 2025: An Overview of the Key Changes

KeyWords

Employment Rights Act 2025, employment law changes 2025, unfair dismissal, day one rights, unfair dismissal qualifying period, employment tribunal time limit, Fair Work Agency, zero hours contracts, guaranteed hours, harassment at work, non-disclosure agreements, Equality Act 2010, Employment Rights Act 1996, employment law CPD

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Datalaw Team

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The Employment Rights Act 2025: An Overview of the Key Changes

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Training for 5+ people? See our package deals below for more info

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What you'll learn

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Who is the target audience?

Course Content

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Instructor

Datalaw Team

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