Log in to your client extranet for free matter information, know-how and documents.
Mills & Reeve system for employees.
Significant changes to English employment law are coming with the Employment Rights Act 2025, taking effect in October 2026 and January 2027. This checklist summarises five key changes employers should be preparing for now and suggests practical actions to take over the coming months.
The Employment Appeal Tribunal has confirmed that conditions in a job offer do not always prevent a contract from being formed, and may limit an employer’s ability to withdraw an offer without notice even where the conditions have not been satisfied.
In April, the Government published a consultation on the restrictions on non-disclosure agreements being brought in by the Employment Rights Act.
The Employment Rights Act 2025 introduces, for the first time, a stand-alone statutory right for trade unions to access workplaces. The government’s stated aim is to promote “more stable and constructive industrial relations”.
Several changes to employment law take effect on 6 April 2026. According to a recent Acas survey, employers believe that reforms being made to SSP will have the biggest impact in the workplace
The second set of Commencement Regulations for the Employment Rights Act 2025 have been published.
For the last nine months, organisations have been trying to interpret the For Women Scotland decision.
A number of employment law changes will come into force on 6 April 2026.
Over the past month, the government has launched seven consultations on amendments to the Employment Rights Act 2025 (“ERA”), closing on various dates in April and May.
New rates for many statutory payments will apply from April 2026.
The Employment Appeal Tribunal has ruled that failing to upgrade the terms and conditions of TUPE transferred staff was indirect race discrimination.
The Government has published a revised timetable for the implementation of the Employment Rights Act 2025.