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The Employment Rights Bill introduced by the labour government to parliament in October 2024 is the biggest shake-up to employment law for a generation. It is expected to be given Royal Assent, and therefore become the Employment Rights Act 2025, in autumn this year, following the final sitting of the House of Lords on 28 October in relation to the amendments it has made, and which Commons has overturned.

The sections of the act will be introduced over a period of 2 years, in accordance with the proposed Roadmap published by the Government in July 2025.  Much of the detail is still to be consulted on and will then be presented as a series of regulations.  

It is vital that all trusted advisers and all employers have at this stage an outline knowledge as to the many changes this new act will introduce in a range of areas at the heart of UK employment law. 

In this course Kate Lawson covers the following topics:

• The proposed extension to unfair dismissal protections, in order that these protections apply from day 1.
• Additional new day 1 rights, including bereavement leave, [paternity leave and parental leave.
• New rights for zero hours and low pay workers.
• Increased requirements around collective consultations on large redundancies and steps to end fire and rehire practices.
• A brief summary of the package of trade union measures included in the bill.
• Summary of additional new law expected and the timetable for this new law, including consultation periods, for elements such as Equality Action Plans, changes to SSP, and increased protections for workers during pregnancy and during and after maternity leave.