With the Employment Rights Act 2025 introducing a wide range of reforms, it can be difficult for charity employers to know where to begin.
At a glance, here are some key implications for charity employers.
Earlier unfair dismissal rights
Employees will gain protection after six months’ service, and compensation limits will be removed, increasing litigation risk.
New rights for zero-hours and low-hours workers
Charities may need to offer guaranteed hours, provide more notice of shifts and compensate for short-notice cancellations.
Stronger harassment duties
Employers must take “all reasonable steps” to prevent harassment, including by third parties such as service users or visitors.
Restrictions on “fire and rehire”
Enhanced trade union rights, wider SSP entitlement, stronger flexible working rights and tougher enforcement powers will further increase employer responsibilities.
Statutory sick pay (SSP)
SSP costs may increase, as employees are now entitled to SSP from the first day of sickness absence and no longer need to earn above the lower earnings limit to qualify.
Flexible working requests
Flexible working requests will become harder to refuse from 2027, with employers required to show that any refusal is reasonable and explain their reasoning, potentially increasing the need for careful consultation and documentation.
Stay informed
This checklist highlights the key changes expected in October 2026 and suggests practical steps charity employers can take now to prepare.
Further information on the changes being made by the Employment Rights Act is available through our dedicated ERA hub. If you would like to advice on how to prepare for the upcoming changes, please speak to your usual Mills & Reeve employment contact or Rebecca Pallot.
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