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Your go-to resource on the incoming reforms and what they mean for employers.
The incoming reforms contained in the Employment Rights Act 2025 represent a pivotal shift for all employers regardless of size or sector and these sweeping new provisions will demand change. Revised strategies will be needed for workplace change programmes including redundancies and variations to terms and conditions of employment. Employment policies and workplace practices will also require a comprehensive review, while the influence of trade unions and the employee voice is poised to grow. Crucially, employers must also prepare for the accompanying financial and budgetary challenges these reforms will bring.
Navigating the reforms will be no mean feat and that’s where our hub comes in. Whether you’re in HR, a People team, or a legal function, our hub, with content specifically designed to simplify the complexity, is your go-to for guidance on implementing these changes.
For in-depth consideration of each of the key reforms please see below. If you are looking for an overview to the key reforms contained in the Employment Rights Act 2025, check out our pocket guide. As employment law is a devolved matter in Northern Ireland, the majority of the Employment Rights Act 2025 applies in England, Scotland and Wales only.
Reduction of qualifying period to six months and compensation cap removed
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If you are looking for an overview to the key reforms contained in the Employment Rights Act 2025, check out our pocket guide. For a more in-depth review of each of the key reforms, see Employment Rights Act reforms in depth.
View guideWhilst a large number of the government’s employment law reforms are contained in the Employment Rights Act 2025, the government has started the process of bringing forward additional (and important) reforms through other mechanisms. Click here to find out more.
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Legal updates
17 December 2025
