STAY AHEAD WITH EMILY
If you employ people in your business then you need to be aware of the Employment Rights Act 2025. In short, it’s the biggest UK employment law changes in decades and it’s rolling out between now and 2027.
Don't wait to start preparing. Get ahead with free updates direct to your inbox.
Connect with Emily on LinkedIn
Search articles to jump to specific HR or Employment Rights Act topics
The Unfair Dismissal Rule Change: What It Means for Probation, Performance Management, and Exits
Of all the changes in the Employment Rights Act, this one tends to generate the most questions — and the most anxiety — from small business owners.
The two-year qualifying period for unfair dismissal protection is changing. You will only have 6 months of protection. This is a huge shift.
Here's what you need to understand — and what you need to do about it.
Employment Rights Act Implementation Dates: What's Coming and When
One of the most frustrating things about the Employment Rights Act rollout is that it's not a single moment. There's no one date when everything changes overnight.
Instead, different provisions are coming into force at different points across 2026 and 2027. Which means the risk of getting caught out isn't just about knowing what's changing — it's about knowing when.
Here's a practical guide to the key implementation dates and what they mean for your business planning.
The 5 Biggest Employment Rights Act Changes That Directly Affect Your Business
The Employment Rights Act 2025 changes are rolling out across 2026, and 2027 — which means you have a narrow window to get this right.
The businesses that will navigate this best are those that take a clear-eyed look at their current HR practices, identify the gaps, and address them in a structured way. Not all at once. Not overnight. But deliberately, and with the right support.
The Unfair Dismissal Clock Is Already Ticking
Here's what catches most small business owners off guard about the Employment Rights Act:
The new unfair dismissal protections (dropping the qualifying period from 2 years to 6 months) will apply to people you've ALREADY employed. Not just future hires. Your current team too.
Why Fractional HR Makes Sense For Growing SMEs
If you're running a business with 1-50 employees, you're in that tricky sweet spot: too small to justify a full-time HR manager, but too big to wing it without proper HR support.
And with the Employment Rights Act 2025 bringing significant changes to employment law, the stakes just got higher.
Let’s Talk About SSP (Statutory Sick Pay)
If you're feeling overwhelmed about reviewing your absence processes, implementing new systems, or training yourself or your team to handle these conversations effectively, that's exactly what we're here for. Let’s get you ready for the Employment Rights Act 2025 changes and beyond.
FREE HR CHECKLIST
From essential legal compliance to building the positive workplace culture your team deserves, our checklist covers it all.
Let’s work together