The Employment Rights Act 2025 represents one of the most significant reforms to UK employment law in decades. While many of the changes will be introduced over time, businesses recruiting now should already be preparing for the new landscape.
These reforms place greater emphasis on employee rights, workplace fairness, and employer accountability. For organisations, this means ensuring policies, procedures, and management practices are fit for purpose before the changes take effect. Our Head of HR Operations & Compliance, Cathryn Kempen says ‘At The OPRA Group, we’re helping businesses prepare now, because proactive planning is always better than reacting later’.
What Is Changing?
The Employment Rights Act introduces a range of important reforms that will affect employers of all sizes. While implementation will be phased, several key changes are expected to reshape how businesses recruit, manage, and support their employees.
Unfair Dismissal: A New Approach
One of the most talked-about changes is the reform of unfair dismissal rights. Currently, most employees need two years’ continuous service before they can bring an ordinary unfair dismissal claim. The Government intends to significantly reduce this qualifying period, moving towards protection from the start of employment, subject to a statutory probationary framework. Although the detailed rules are still being finalised, employers hiring now should begin reviewing their recruitment, onboarding, probation, performance management, and documentation processes.
• This means employers will need to:
• Recruit carefully and consistently
• Set clear expectations from day one
• Manage probation periods effectively
• Keep accurate records of performance, support, and conversations
• Ensure managers are trained to deal with performance issues fairly and consistently
• Good documentation has never been more important.
The Expansion of Day One Rights
The Act also expands a number of employment rights from the first day of employment. This reflects a wider move towards giving employees greater protection throughout their employment journey. For employers, this means ensuring policies are compliant before a new employee even starts work. Areas affected include greater protections around leave, flexible working arrangements, and other statutory employment rights.
The End of “Fire and Rehire”
Another major reform is the restriction on the practice commonly known as “fire and rehire.” Historically, some employers have dismissed employees before offering re-engagement on new terms and conditions. The new legislation makes this practice much more difficult and, in most circumstances, unacceptable unless there are very limited exceptional business circumstances.
For businesses, this reinforces the importance of:
• Meaningful consultation.
• Effective employee communication.
• Exploring alternative options before contractual changes are considered.
• Seeking professional HR advice before making significant workforce decisions.
Why Policies Matter More Than Ever
Employment legislation is only effective if your business has the policies and procedures to support it. Many organisations have employee handbooks or HR policies that haven’t been reviewed for several years. Outdated documentation can leave businesses exposed to unnecessary risk.
Now is an ideal time to review:
• Employee Handbook
• Disciplinary Policy
• Grievance Procedure
• Performance Management Process
• Probation Policy
• Flexible Working Policy
• Equality, Diversity & Inclusion Policy
• Absence Management Policy
• Family Leave Policies
• Health & Safety Procedures
Ensuring these documents are current helps create consistency, improve employee confidence, and demonstrate compliance should any issues arise.
Risk Assessment Is Becoming Increasingly Important
Compliance isn’t just about paperwork. It’s also about demonstrating that your business actively considers employee wellbeing and safety. Good employers are increasingly keeping evidence of the decisions they make to reduce workplace risks.
For example:
• Christmas parties
• Summer social events
• Client entertainment
• Team away days
• Charity events
• Off-site meetings
• Networking events
Before organising these activities, employers should consider undertaking a simple written risk assessment.
Questions might include:
• Are employees travelling safely?
• Will alcohol be served?
• Is there a lone-working risk?
• Are appropriate safeguarding measures in place?
• Could any employee require reasonable adjustments?
• Is there clear guidance around expected behaviour?
Keeping a record of your considerations demonstrates that you’ve taken reasonable steps to protect your employees and your organisation.
How The OPRA Group Can Help
Preparing for employment law changes doesn’t have to be complicated. Our HR specialists work with businesses of all sizes to ensure they remain compliant, reduce risk, and create positive workplace cultures.
We can support with:
• HR Policy Reviews
• Employee Handbooks
• HR Audits
• Employment Law Guidance
• Performance Management
• Disciplinary & Grievance Support
• Manager Training
• Recruitment Best Practice
• Workplace Risk & Compliance Advice
Our goal is simple: helping businesses stay compliant, protect their people, and confidently prepare for the future.
Don’t Wait Until the Changes Arrive
The Employment Rights Act 2025 signals a significant shift in how employers manage their workforce. Businesses that prepare now will be in a much stronger position than those waiting until legislation takes effect. Reviewing your policies, strengthening your HR processes, and ensuring managers are equipped with the right knowledge today can help reduce risk tomorrow.
If you’d like to review your current HR documentation or discuss how these changes could affect your organisation, The OPRA Group is here to help. Future-proof your business by putting your people and your policies first.
Contact Us Now To Ensure You Are Compliant
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