Information, News and Events

It’s widely acknowledged that the UK labour market has entered a new phase in the economic cycle. Politics and tribalism aside – ‘it is what it is’. For both businesses and candidates, those that adapt best will win out in the new and emerging landscape. Economic uncertainty, cautious hiring and rising costs have reshaped how people look for work and how organisations intend to recruit and re-engineer their workforces. The good news? Change always creates opportunity for those who are willing and able to adjust and compete.

After months of parliamentary debate and repeated amendments, the Employment Rights Bill has now completed its passage through Parliament and received Royal Assent on 18 December 2025. It is now formally law as the Employment Rights Act 2025.

The Government has confirmed a significant change to one of the most talked about proposals in the new Employment Rights Bill. Plans to introduce day one protection from unfair dismissal have now been scaled back, with ministers announcing a six month qualifying period instead.

Whilst the long awaited, much talked about - Employment Rights Bill (ERB) is currently passing back and forth between the Commons and the Lords pending further amendments and recommendations – UK businesses are leaving nothing to chance.

The Parliamentary “ping-pong” over the Employment Rights Bill has continued this week, with several key elements of the legislation once again returned to the House of Commons following further scrutiny by the House of Lords.

The highly anticipated debate yesterday in the House of Lords on the Employment Rights Bill did not result in it being passed! The Employment Rights Bill is to return to the House of Commons after the Lords insist on a six-month unfair dismissal qualifying period - not day 1 unfair dismissal rights.