Articles

The existing duty on employers to take reasonable steps to prevent sexual harassment is enhanced, so that employers must now take all reasonable steps, and a separate duty has been introduced in respect of harassment of employees by third parties such as clients and customers, which covers all types of harassment and not just sexual harassment. Unions can also seek access to workplaces and union officials have new rights to time off and facilities.

Employers will have to show that dismissing an employee during the new protected period is a proportionate means of achieving a legitimate aim.

The Government has published three linked updates on the Employment Rights Act 2025 fire and rehire reforms. The revised implementation timetable confirms when the protections will start; the consultation response clarifies which contractual changes will be covered; and a draft Code of Practice explains how employers should approach negotiations and any proposed dismissal and re-engagement.

Several reforms previously listed only as taking effect in 2027 now have confirmed dates, while timing for some measures remains under review.

Employers should review their harassment prevention measures and prepare for changes to trade union access and representation before the new rules take effect.

The Employment Rights Act is changing many aspects of employment law. 
Below is a summary of key provisions, organised by topic.