Employment Rights Hub

The Employment Rights Act 2025 received Royal Assent on 18 December 2025. This landmark legislation, described by the Government as the “biggest upgrade to rights at work for a generation”, will affect individuals and organisations of all sizes, including charities, businesses, state-funded schools, independent schools, academy trusts, further education institutions and faith-based organisations. While some reforms have already taken effect further changes are expected, with key implementation dates scheduled for October 2026, January 2027, and later in 2027. 

Our Employment Rights Hub brings together legal expertise and HR know-how to help organisations interpret, plan and manage the changes with clarity and confidence. Stone King has a team of specialist employment solicitors and HR Consultants on hand, ready to help you navigate the new legislation to ensure workplace compliance. 

The Government has released a roadmap for the upcoming employment law changes, the full details of which can be found here: Implementing the Employment Rights Bill.

Things to think about now

• Make sure you are on top of the employment law changes that took effect in April 2026. For further information please see our employment law changes in April 2026 page.
• Look ahead to reforms taking effect in October 2026 and January 2027, including:
  • October 2026
    • Requiring employers to take ‘all reasonable steps’ to prevent sexual harassment of their employees and not to permit harassment (not limited to sexual harassment) of employees by third parties. Consider whether you need to update policies, train staff and undertake risk assessments.
    • Strengthened right of access for trade unions – read our recent article titled Trade union Right of Access: Government publishes consultation outcome and draft code of practice.
  • January 2027
    • Unfair dismissal – from 01 January 2027 employees with 6 months service have rights against ordinary unfair dismissal and compensatory awards will be uncapped. Now is an ideal time to assess the impact that this may have on your organisation and what changes need to be made now (for example better management of probationary periods and reviewing contracts for new joiners). You can find out more on our Unfair Dismissal page.
    • Fire and rehire – it will be automatically unfair for employers to use fire and rehire to make ‘restricted variations’ to an employment contract, unless the employer meets the narrow exemption for financial difficulties. Using fire and rehire to make non-restricted variations is also subject to enhanced protections. You can find further information on our Fire and Rehire page.

You can keep up to date with the Government's 'Make Work Pay' consultations on the UK Gov website.