The Employment Rights Act 2025 introduces a significant new duty for employers to maintain detailed records of annual leave and holiday pay, marking a shift towards stronger enforcement of workers’ rights in the UK.

The Employment Rights Act (ERA) 2025 received Royal Assent on 18 December 2025, formally becoming law in the UK. The Act will amend existing protections and introduce new rights for millions of workers as well as new obligations for employers.

The UK is undergoing significant whistleblowing reforms that are reshaping workplace protections and employer obligations. For employers, preparing for these changes is essential to ensure compliance and foster a transparent, accountable work environment.

The Government has announced that it is rolling back on their election campaign promise to give day one unfair dismissal rights to employees.

The Commons having voted down the House of Lords’ suggested changes to the Employment Rights Bill, the Bill was then sent back to the House of Lords who voted on 28th October.

The bill, which was a focal point of Labour’s election campaign, has been described by them as “the biggest single upgrade of employment rights in a generation”.

The Employment Rights Bill currently making its way through the House of Lords promises to remove the two year qualifying service for unfair and constructive dismissal claims. While not clear how this may be implemented. it is clear that employers will need to review their recruitment, probation period and onboarding processes.

Parental Bereavement Leave was introduced in 2020 and allows parents who lose a child two weeks of paid leave in order to grieve. The Employment Rights Bill was recently amended to include eligibility for those who suffer a miscarriage before the 24th week of pregnancy.

This case shows the importance of fostering an environment where employees feel comfortable disclosing disabilities.

The Neonatal Care (Leave and Pay) Act 2023 came into force in early April 2025. The Act applies to babies who are admitted into neonatal care within 28 days of being born and remain there for at least a week.

In cases of discrimination, victimisation and harassment employers are liable for the acts carried out by their employees even if the acts in question were done without the employer’s knowledge or approval. But there is a defence that can be used by employers in cases like these

Following consultations last year the government has proposed some changes to the Employment Rights Bill. These will be discussed in the House of Commons in the following days.