The Employment Rights Act 2025 (ERA 2025) introduces a wide range of employment law reforms that come into force in stages during 2026 and 2027.  This article focusses on the amendments to the law coming into effect on 30 October 2026 and what they mean for employers.  For HR teams, the most notable changes are the strengthening of the duty to prevent workplace sexual harassment and the wider reforms affecting trade union rights of access to the workplace.

From 1 October 2026, the Employment Tribunal limitation period for most claims doubles from 3 months to 6 months under the Employment Rights Act 2025.

From 1 January 2027, the Employment Rights Act 2025 will reduce the qualifying period for ordinary unfair dismissal rights from two years to six months of continuous service.

The landscape of UK Employment law has officially shifted. Following months of debate and anticipation, the Employment Rights Bill  received Royal Assent on 18 December 2025, formally becoming the Employment Rights Act 2025 (the “Act”).

April 2026 marks one of the most significant moments in UK employment law in more than a decade. The Employment Rights Act 2025 (“ERA 2025”) forms the centrepiece of the government’s programme to modernise workplace rights, and the cluster of reforms taking effect from 6 April 2026 will impact almost every aspect of how organisations manage their workforce.

The landscape of UK Employment Law has dramatically shifted. The Employment Rights Act 2025 represents the most significant overhaul of worker protections in a generation. To help your business navigate these changes, we recorded this exclusive webinar detailing what these reforms mean in practice and the practical steps you should be considering now to comply with the new law.

Sunday 8 March 2026 marks International Women’s Day, a global celebration of women’s achievements and a call to action for gender equality. The International Women’s Day theme for 2026 is ‘Give to Gain’, which emphasises generosity, reciprocity and actively supporting women’s advancement. But what does this mean for UK workplaces?

Redundancy is one of the most challenging processes for any business to manage. It involves difficult decisions that affect people’s livelihoods. The complexity increases significantly when the redundancy situation consists of an employee who is pregnant or on maternity leave. For employers, it’s a legal minefield. For employees, it’s a period of immense uncertainty.

From 1 December 2025 ACAS Early Conciliation is being extended from 6 weeks to 12 weeks.
If an employee wishes to issue Employment Tribunal proceedings against an employer, they must first initiate ACAS Early Conciliation. This is mandatory.

Managing performance can be complex, time consuming and risky.  For those on the receiving end of the process, if the process is not run correctly, it can be stressful and have a damaging psychological effect.

Fatherhood is a transformative experience. However, for many fathers, understanding their rights to paternity leave, pay, and related entitlements can feel overwhelming. After all, the topic of paternity leave is often overshadowed by discussions on maternity leave or overlooked in workplace conversations.

On 1 April 2025, Ayça Öztürk and Charlotte Wailes joined Jones Chase on a 6 month secondment from esteemed city practice, Bolt Burdon Kemp, as part of their training contracts.

Switching from dealing with high value personal injury cases to the fast moving world of employment law, they also had the opportunity to attend the pro-equality Modern Woman Show in their first week with us, of which Jones Chase is a proud sponsor.

Every year, the Government changes the Employment Tribunal compensation limits for successful unfair dismissal claims and the rate of a “Week’s Pay”.

In this webinar recording Tanya Kaka outlines the key employment law changes to look out for in 2025 and what that could mean for you or your business.

A settlement agreement is a legally binding contract made between an employer and an employee.   It is  typically used to get an employee to waive certain employment rights, for example the right to bring a claim or proceed with their claim in the Employment Tribunal, in exchange for a sum of money.

The landscape of UK employment law has seen significant developments in 2024, reflecting evolving workplace norms and government priorities. Below, we explore the key legislative changes, upcoming measures and notable case law from a highly transformative 12 months.

For this webinar recording, we had the privilege of presenting alongside Lizzie Pickering, an expert who supports individuals and companies in navigating grief from various life changes including death, divorce, diagnosis and workplace change.

We are incredibly proud to say that Jones Chase’s in-house band, Hot Damn! took part in the battle of the bands event at Law Rocks earlier this month.

The purpose of TUPE is to preserve the continuity of employment and terms and conditions of employees who are transferred to a new employer where a ‘relevant transfer’ takes place.  TUPE is essentially a “statutory novation” of an employment contract.

Employment law has changed in a number of key areas in 2024 and employers need to update their policies, as an absolute minimum.

Several changes are to take place, and have taken place, in employment law in 2024. There are 9 major changes to be aware of.

This final instalment in our neurodiversity series focuses on practical strategies and resources that employers can implement to build inclusive workplaces and to attract and empower neurodivergent employees. Previously, in articles 1 and 2 we defined neurodiversity and explored relevant employment law legislation applicable to neurodiversity.

In our previous article, we explored essential neurodiversity-related terms and discussed the importance of recognising the diverse range of thinking styles and experiences. This article focuses on the legal landscape, specifically outlining employment law aspects that employers must understand to ensure compliance.

Understanding neurodiversity’s nuances is essential for building genuinely inclusive workplaces. This series aims to demystify the topic, providing employers and HR executives with practical strategies to empower and uplift neurodivergent employees.

The government has announced the annual increases to employment tribunal compensation limits and statutory redundancy payments. The new limits will apply where the relevant termination date is on or after 6 April 2024. 

One of the core IWD missions this year is to forge inclusive work cultures where women’s careers thrive, and their achievements are celebrated.

Domonic discusses both the essential and commercial aspects of a contract of employment which should be considered when drafting the document.

We have rounded up the top five employment law changes for you to look out for in 2024.  These changes will have considerable implications for both individuals and employers.

In this video, Jessica discusses garden leave – what it is, why it is used, and the effect it has on the contract of employment.

Christmas Special Employment Webinar recording, an in-depth review of key employment law developments from 2023 from the team.

The Government has announced the new rates of the National Living Wage and the National Minimum Wage which will come into force from April 2024.

In a recent podcast with Adam Hopkinson, Dean Jones, our Managing Partner, opens up about his journey, sharing stories of successes and challenges, whilst explaining his motivation behind why he chose to set up Jones Chase.

The Government has published its response to the consultation of ‘Retained EU employment law reforms’.  The original consultation was seeking views on reforms to the Working Time Regulations (WTR) 1998, holiday pay and the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE).  The consultation ran from 12 May to 7 July 2023. 

There is a statutory obligation on employers to provide their employees and workers with a written statement of employment particulars as listed in section 1 of the Employment Rights Act 1996. These essential particulars are referred to as a “section 1 statement” and will often appear in a contract of employment.

On 20 July 2023, the Employment Relations (Flexible Working) Bill received Royal Assent.  This will result in several changes to the current flexible working regime through the Employment Relations (Flexible Working) Act 2023:

On 18 September 2023, the Workers (Predictable Terms and Conditions) Act received Royal Assent. Due to come into force in around a year’s time, the Act will amend the Employment Rights Act 1996 to give certain workers, agency workers and employees a new statutory right to request a predictable work pattern if they meet the following criteria:

It is important that all stages of recruitment are carried out in a fair and non-discriminatory manner. This video presents some of the legal issues to consider when preparing and asking questions at the interview stage of a recruitment process. 

A good culture within the workplace produces a variety of benefits which are seen by both the company and the employee.  Organisations are continually striving to improve their workplace culture and individuals consider culture as a key factor in determining their next role.  This article looks at the importance of a good culture within the workplace for employers and some tips on how to improve it.

I have very much enjoyed my first 5 months at Jones Chase. I quickly realised this law firm truly prioritises our clients, which is evident in their exceptional work ethic and high standards.

The case this month is…. Miss Clare Jackson v The University Hospitals of North Midlands July 2023. An Employment Appeal Tribunal decision on the termination of Miss Jackson’s employment.

Jones Chase’s A-Z of Employment Law Series Settlement agreements are a legally binding contract that is made between an employee

This video is asking some of the factors you need to take in to account in a Bring Your Whole Self to Work policy and ends with a list of 5 pros and 5 cons of such a policy/ethos.

The case this month is…. Mrs K Higgs v Farmors School, 16 June 2023.

It is being rolled out in multiple workplaces for various different functions, and the benefits are evident.  That being said, there are risks involved that companies should be aware of:

On 12 May 2023, the government published a consultation paper on Retained EU Employment Law. 

The government has announced plans to limit the length of non-compete clauses to a maximum of three months.

A number of important actual and proposed legislative changes have arisen in UK employment law recently and we would like to update you on these.