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Employment United Kingdom For businesses

Employment Rights Act 2025 Compliance Check

Check whether your business is ready for the new rights and protections under the Employment Rights Act 2025.

Start free check 11 questions · 9 minutes · No signup
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Did you know? The numbers behind this check.

  • From day oneNew unfair dismissal protection
  • 2026–2027Phased rollout
  • Possible for some claimsMax uncapped tribunal awards
  • MillionsUK employees affected

Why this matters.

The Employment Rights Act 2025 represents the biggest overhaul of UK employment law in a generation, introducing day-one protection from unfair dismissal, stronger rights to flexible working, restrictions on “fire and rehire” practices, and new rules on zero-hours and low-hours contracts. Many provisions are being phased in through 2026 and 2027, but employers are expected to start preparing contracts, policies and HR processes now.

Businesses that don’t update their contracts, handbooks and dismissal procedures risk employment tribunal claims — which can now be brought from an employee’s first day rather than after two years’ service. Tribunal awards for unfair dismissal are uncapped in some cases, and reputational damage from a high-profile claim can be significant for a small business. Reviewing your contracts, probation processes and policies now is far cheaper than defending a claim later.

Have these to hand.

  • Copies of your standard employment contracts and offer letters
  • Your staff handbook or HR policies, if you have one
  • Details of any zero-hours, casual or variable-hours staff
  • Your current probation period and dismissal process

What you’ll get.

  • 1A score out of 100Where you stand today, at a glance.
  • 2Findings ranked by riskWhat could cost you, highest risk first.
  • 3A plan with timeframesWhat to fix first and by when.

This check reviews your contracts, policies and HR processes against the changes introduced by the Employment Rights Act 2025, and gives you a prioritised plan to get ready ahead of the phased rollout.

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General guidance only, not legal advice. Consult a qualified solicitor or adviser in your jurisdiction for specific issues.