Employment Rights Act 2025 introduces new labor regulations

The Employment Rights Act 2025 officially became law on 18 December 2025, amending existing legislation including the Employment Rights Act 1996. The Act introduces significant changes to worker protections and employer obligations, with implementation phased across 2026 and 2027 through secondary legislation, codes of practice, and commencement orders.

Key reforms include changes to unfair dismissal, zero-hours contracts, flexible working, family and carer’s leave, sick pay, and harassment protections. The Act also addresses ‘fire and rehire’ practices and significantly alters trade union rights.

Regarding trade unions, employers will face a new duty to inform workers of their right to join a union, likely as part of the onboarding process. Furthermore, trade unions will gain rights to request physical or digital access to workplaces to engage with workers, even if they do not currently have members within the organization. If access requests cannot be resolved through agreement, the matter may be referred to the Central Arbitration Committee.