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.
What the Employment Rights Act 2025 means for your business
The Employment Rights Act 2025 changes the unfair dismissal qualifying period, sick pay, flexible working, and more. Here is what every UK employer needs to know.