Very significant changes have been made to Employment Law, affecting every Employer and Employee. These changes, probably the widest ranging in 40 years, are still going through Parliament.
The Employment Rights Act has been in force since the end 2025, with changes coming into legal effect from 2026 onwards.
These will make many important changes to employees’ rights, and in particular when those rights kick-in, which the government eventually intends will be from the first day of
employment, rather than after (in most cases) 2 years of employment with the same employer.
The government is also redrawing what a “probationary period” means, and how it will work under the new law. It is working on a new legal procedure for Employers to follow who want to be able to dismiss an employee during the probationary period, without now facing an “automatically” unfair dismissal claim.
Some important changes were already in place in 2025, such as a new obligation on Employers to prevent others – including not only other employees, but also suppliers, and
customers, from “harassing” a business’s employees.
Liability has been placed squarely on Employers, and it is essential as part of any defence to a claim to harassment to have appropriate policies in place, as well as being seen to
undertake training in the subject at least twice a year.
All of these changes in Employment Law need to be understood by Employers, and HR practices need to adapt to a new employment law environment.
D J Murphy Solicitors are able to assist and advise Employers as the new law emerges.