Employment Rights Act 2025: A practical 2-hour session for HR professionals and business leaders. - Don't miss out!

Employment Rights Act 2025

Join us in person to dive into the rising risks and new rights brought by the Employment Rights Act 2025. This session is a must for employers keen to stay ahead and compliant. Get the lowdown on what changes mean for you and how to navigate these updates smoothly. Don’t miss out on this chance to be informed and ready!

A practical 2-hour session for HR professionals and business leaders

Employment law is changing quickly.

Many of the first major reforms under the Employment Rights Act 2025 are already in force. More significant changes arrive in October. And from January 2027, the reduction of the unfair dismissal qualifying period to six months and removal of the compensatory award cap will materially change the risk landscape for employers.

At the same time, the latest Employment Tribunal figures make sobering reading. The open caseload for single claims has reached 70,000 — 51% higher than the same period last year.

So what does all of this mean in practice for employers?

Join us for a practical two-hour briefing by Impact Lawyers designed specifically for HR professionals, business owners and senior leaders.

We will cut through the legislation and focus on what has changed, what is coming next and what organisations should be doing now.

Agenda

1. The story so far: what has changed in 2026

A quick recap of the key Employment Rights Act changes already in force and the practical impact we are beginning to see.

2. Employment Tribunals: the risk landscape is changing

We look at the latest Tribunal statistics, including the 51% increase in the open single-claim caseload, rising claims and the growing gap between cases entering and leaving the system.

What might this mean for employers, HR teams and the way workplace disputes are managed?

3. October 2026: what employers need to be ready for

Including:

• the strengthened duty to take all reasonable steps to prevent sexual harassment

• third-party harassment

• longer Employment Tribunal time limits

• trade union rights and workplace access

• other key changes affecting employers

4. January 2027: unfair dismissal changes the game

We will look at:

• the reduction of the qualifying period from two years to six months

• removal of the compensatory award cap

• recruitment and onboarding

• difficult employment decisions businesses may need to address before January

• fire and rehire reforms

5. Looking further ahead

A horizon scan of the changes still to come during 2027, including flexible working, guaranteed hours, equality action plans, bereavement leave, maternity returner protections, collective redundancy reforms and further sexual harassment measures.

6. What should employers do now?

We finish with a practical readiness checklist covering the policies, processes, manager capability and strategic decisions employers should be reviewing now.

Q&A and discussion

This will not be a two-hour lecture on legislation.

Our aim is to help you understand where the real risks sit, what matters most for your organisation and where action now could prevent difficult and expensive problems later.

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