The government has published three further consultation papers on implementation of aspects of the Employment Rights Act 2025 (ERA), covering flexible working, fire and rehire and tipping. Flexible working Currently, all employees have the right to make a flexible working request . Employers can refuse an application for any of these reasons: Extra costs that […]
On 3 February the government published a revised timetable for implementation of the Employment Rights Act 2025 (ERA). Whilst most of the timing remains unchanged from the roadmap published in July 2025, there are some notable changes, particularly in relation to the restrictions on fire and rehire, which move to January 2027. This is the
Revised timetable for implementation of the Employment Rights Act 2025 Read More »
The Employment Rights Bill (ERB) received Royal Assent on 18 December 2025, becoming the Employment Rights Act 2025 (ERA). When the ERB was first laid before parliament in October 2024, it was promoted as ‘the most extensive overhaul of workers’ rights in generations’. Wide-ranging amendments were made in both the House of Commons and House
Employment Rights Bill receives Royal Assent, becoming the Employment Rights Act 2025 Read More »
The government has issued a working paper seeking views on options to reform non-compete clauses in employment contracts, with the aim of boosting labour market dynamism, supporting innovation, reducing barriers to recruitment and protecting workers. The options considered are: Statutory limit on length (for example, 3 months, possibly varying by company size). Complete ban on
Working paper seeks views on options to reform non-competes in employment contracts Read More »
The government has published its long-awaited indicative timetable for implementation of the Employment Right Bill (ERB), Implementing the Employment Rights Bill – Our roadmap for delivering change. The key takeaway is that many of the provisions of the ERB will not come into force until Autumn 2026 and beyond, including the ‘day 1’ right to
Timetable for implementation of the Employment Rights Bill published Read More »
The following changes come into effect in early April 2025: National minimum wage (NMW) The new NMW rates which will apply from 1 April 2025 are as follows: Rate From 1 April 2025 National Living Wage age 21+ £12.21 Age 18-20 £10.00 Age 16-17 £7.55 Apprentice rate £7.55 Accommodation offset £10.66 Neonatal care leave
April employment law changes Read More »
Today the government published its responses to 5 consultation papers on aspects of the Employment Rights Bill (ERB) and put forward amendments to the ERB following consultation with businesses and trade unions. Increased penalties for collective redundancy breaches The maximum protective award for failure to collectively inform and consult on collective redundancies will increase from
Employment Rights Bill enters next stage: Responses to consultation and amendments Read More »
The government has laid regulations before Parliament to bring into force the Neonatal Care (Leave and Pay) Act 2023 with effect from 6 April 2025, nearly two years after the legislation received Royal Assent. Neonatal Care Leave will apply to parents of babies who are admitted into neonatal care up to 28 days old and who have
Neonatal care leave and pay to be in force from 6 April 2025 Read More »
Labour’s Plan To Make Work Pay, published before the election in May, stated: “Labour will update trade union legislation, so it is fit for a modern economy, removing unnecessary restrictions on trade union activity and ensuring industrial relations are based around good faith negotiation and bargaining. This will end the Conservatives’ scorched-earth approach to industrial
The Future of Work: Insights into the new Employment Rights Bill: #6 Industrial action Read More »
In the latest of our articles taking an in-depth look at aspects of the Employment Rights Bill (ERB) we focus on the provisions which strengthen and simplify the law on trade union organising and recognition, which include: Introducing a duty on employers to inform workers of their right to join a trade union. Strengthening trade
Hotels, restaurants, bars, pubs, sports, gaming, and leisure attractions, all heavily rely on casual and seasonal workers to ensure the business is appropriately resourced to respond to fluctuating demand throughout the year. As such, hospitality and leisure is the sector which is most likely to be impacted by the government’s upcoming changes to the law
At a glance Right to claim unfair dismissal will become a ‘day one’ right, subject to a statutory nine-month probationary period Parental leave and paternity leave become day one rights Stricter controls on ‘fire and re-hire’ will be introduced Flexible working will be more difficult for employers to refuse Right to guaranteed hours contract for
The Labour party launched its 2024 General Election manifesto on 13 June; coming 2 days after launch of the Conservative manifesto, we are now able to assess how the main parties’ respective pledges on workplace rights could affect the employment law landscape. Labour manifesto As heavily trailed, there are not many surprises in Labour’s manifesto.
The Government has today published a response to its 2018 consultation on employment status. The consultation sought views on how to make employment status rules for employment rights and tax clearer for individuals and businesses. Today’s response recognises that the boundaries between different employment statuses can be unclear, but concludes that the benefits of creating
Employment Status: Government consultation response published Read More »
When the Government published proposals in its December 2018 Good Work Plan to extend the employment information which must be provided to employees, the implementation date felt like a long time off. However, it is suddenly looming close and employers must ensure they are prepared and able to provide the information to any new recruits
New employment details to be given to April 2020 new starters Read More »