Employment Rights Act 2025

ERA 2025 HR Software Compliance Checklist

What your HR software must do to keep you compliant with ERA 2025. A checklist covering day one rights, SSP, parental leave, harassment duty, and more.

ERA 2025: Key Dates and Implementation Timeline

ERA 2025 is implemented in stages across 2026 and 2027. Key dates for the new day-one rights, SSP, the 2027 unfair-dismissal qualifying-period change, and zero-hours reforms.

2 min read

ERA 2025: AI in the Workplace — Employer Obligations

ERA 2025 does not regulate AI directly, but its discrimination and transparency obligations apply to AI-assisted HR decisions. What employers need to consider.

ERA 2025: The Right to Switch Off — What It Means for Employers

ERA 2025 introduces a code of practice on disconnecting from work. What the right to switch off means in practice and how to create a defensible policy.

ERA 2025: Neonatal Care Leave — A New Parental Right

Neonatal care leave gives parents of hospitalised newborns up to 12 weeks of additional leave and pay. What employers need to process it correctly.

ERA 2025: Carer's Leave — Employer Guide

Carer's leave is a day one right under ERA 2025, with stronger protections against detriment. What employers need to know about granting and recording it.

ERA 2025: Statutory Sick Pay — Changes from Day One

ERA 2025 makes SSP payable from day one of illness and removes the lower earnings limit. What changes for employers and payroll.

ERA 2025: Gender Pay Gap Reporting — What Has Changed

ERA 2025 adds a narrative requirement and equality action plans to gender pay gap reporting. What changes and what you need to publish.

ERA 2025: Equality Action Plans — What Large Employers Must Do

ERA 2025 requires employers with 250+ staff to publish equality action plans with specific steps to address pay gaps. What this means in practice.

ERA 2025: Written Statements of Employment — Updated Requirements

ERA 2025 extends the required contents of written statements of employment. What must be included from day one and how to stay compliant.

ERA 2025: Zero-Hours Contracts — New Rules for Employers

ERA 2025 will give zero-hours workers the right to request guaranteed hours after a period of regular work, coming in during 2027. What employers need to monitor and plan for.

ERA 2025: Trade Union Access and Recognition Rights

ERA 2025 strengthens trade union access rights and lowers the statutory recognition threshold. What non-unionised employers need to understand.

ERA 2025: The End of Fire and Rehire

ERA 2025 makes fire and rehire automatically unfair dismissal except in exceptional circumstances. What this means for changing employment terms.

ERA 2025: Collective Redundancy — Consultation Threshold Changes

ERA 2025 changes how the 20-employee collective redundancy threshold is calculated. Multi-site employers face new consultation obligations.

ERA 2025: Paternity Leave Changes — What Employers Need to Know

ERA 2025 makes paternity leave a day one right and allows it to be taken in flexible blocks across the first year. Employer guide.

ERA 2025: Pregnancy and Redundancy — Stronger Protections

ERA 2025 extends the redundancy protection period to 18 months after childbirth. What the enhanced protections mean for HR and redundancy planning.

ERA 2025: The Duty to Prevent Third-Party Harassment

ERA 2025 places a proactive duty on employers to prevent third-party harassment. What reasonable steps look like and what you need to document.

ERA 2025: Employer Obligations on Tips and Tronc

ERA 2025 requires employers to have a written tipping policy and pass tips to workers in full. What hospitality and retail businesses need to do.

ERA 2025: Flexible Working Requests — New Rules for Employers

ERA 2025 gives all employees the right to request flexible working from day one. What the new consultation requirement means in practice.

ERA 2025: Your Guide to the New Day One Employment Rights

ERA 2025 brings real day-one rights — SSP, flexible working, family leave — but not unfair dismissal. The qualifying period stays at two years until it drops to six months on 1 January 2027.

2 min read

How Mellow tracks the Employment Rights Act 2025 changes

Mellow's Predictive Compliance maps the Employment Rights Act 2025 changes to your account, flags what is automated and what needs a policy update, and tracks your readiness. Here is how it works.

Employment tribunals after ERA 2025: higher stakes

ERA 2025 expands the pool of potential unfair dismissal claimants and raises the procedural bar. Here is what the higher-stakes tribunal landscape means for employers.

Shift cancellation compensation: calculating what you owe

ERA 2025 gives zero-hours workers the right to compensation when a confirmed shift is cancelled at short notice. Here is how to calculate what you owe.

ERA 2025 and agency workers: what changed

ERA 2025 extends several new rights to agency workers including regular-hours requests, shift cancellation compensation, and predictable hours. Here is what hirers need to know.

Single worker status: what it means for your workforce

ERA 2025 does not introduce single worker status, but it narrows the practical gap between employees and workers. Here is what the three-tier system means for your workforce today.

Right to disconnect: is it coming to the UK?

The UK does not yet have a statutory right to disconnect, but ERA 2025 and the broader direction of travel make it worth preparing for. Here is the current position.

ERA 2025 compliance checklist for HR teams

A practical ERA 2025 compliance checklist covering contracts, processes, sector-specific risks, and where to prioritise. For HR teams with 50+ employees.

How to update your employment contracts for ERA 2025

ERA 2025 makes contracts written before 2024 out of date. Here is a practical guide to which clauses need updating and what the new provisions require.

Neonatal care leave: the new statutory entitlement

Neonatal care leave is a new day-one right giving parents up to 12 weeks of additional leave when a baby requires hospital care. Here is how employers administer it.

Probation periods after ERA 2025: what's different

ERA 2025 cuts the unfair dismissal qualifying period from two years to six months for dismissals on or after 1 January 2027 (the two-year period still applies until then), so probationary dismissals will need a proper process. There is no statutory probation. Here is what has changed.

Third-party harassment: your new duty of care

ERA 2025 reintroduces the duty to prevent third-party harassment, with no repeat-offence threshold. A single incident can trigger liability. Here is what employers must do.

Trade union access rights under ERA 2025

ERA 2025 extends trade union access rights, including for unions seeking recognition. Here is what employers need to know about the new obligations.

Statutory sick pay from day one: what changed

ERA 2025 abolishes the three-day SSP waiting period. Statutory Sick Pay is now payable from the first day of absence. Here is what employers need to update.

Flexible working as a day one right: how to handle requests

ERA 2025 makes flexible working a day one right and requires employers to consult before refusing. Here is how to handle requests correctly.

Tips and service charges: the new allocation rules

ERA 2025 requires employers to pass all tips to workers, have a written policy, and apply a fair allocation method. Here is what hospitality and retail businesses must do.

Fire and rehire: why ERA 2025 makes it almost impossible

ERA 2025 restricts fire and rehire to situations of genuine financial distress. Using it as a negotiating tactic is now far riskier. Here is why.

Predictable working hours: the new right explained

ERA 2025 gives workers on unpredictable schedules the right to request a more settled working pattern. Here is how the right works and how employers must respond.

Zero hours contracts under ERA 2025: your obligations

ERA 2025 gives zero-hours workers the right to request a contract reflecting their regular hours after 12 weeks. Here is what employers must do.

The unfair dismissal qualifying period change: what employers need to know

ERA 2025 cuts the unfair dismissal qualifying period from two years to six months for dismissals on or after 1 January 2027. The two-year period still applies until then, and there is no day-one right. Here is what employers must do differently.