Employment Rights Act 2025

This webinar series explores key reforms introduced by the Employment Rights Act, covering topics such as unfair dismissal rights, fire‑and‑rehire practices, limitation periods, preventing workplace sexual harassment (including third‑party harassment duties), and further changes relating to bereavement and paternity leave, collective redundancies, flexible working, enhanced maternity dismissal protection, adult social care negotiating bodies, and trade union rights. Across all sessions, the series also addresses frequently asked immigration and sponsorship questions, including TUPE regulations, offering employers practical legal guidance on navigating evolving workplace legislation.

It was presented by Edward O’Brien, Senior Associate, at Law Firm Lester Aldridge, in two reports, recorded on:

• 19 February 2026
• 19 March 2026

Part 1 Topics covered:

• Changes from April 2026 including:
  • Family friendly rights
  • Statutory Sick Pay
  • Collective Redundancies
  • Trade Union provisions
  • Whistleblowing protections
• Changes from October 2026 including:
  • Sexual Harassment
  • Employment Tribunal Limitation periods
  • Discrimination
  • Trade Union provisions
•  

Part 2 Topics covered:

• Unfair dismissal
• Fire and Rehire
• Changes Expected in 2027
  • Mandatory Equality Action Plans
  • Enhanced Maternity Dismissal Protections
  • Bereavement Leave
  • Zero hour contract
•  

Disclaimer

Lester Aldridge has been directly commissioned by West Midlands Employers, who in turn have been commissioned by West Midlands ADASS to support aspects of the International Recruitment Programme. As part of this Lester Aldridge are providing a series of webinars on various legal aspects of international recruitment for care providers in the West Midlands. 

Please note that the content of the webinars reflects the law at the time they were run. Given the changing nature of immigration law, these responses may not reflect the current legal position, and we would suggest that you take professional advice before acting or refraining from acting on any of the contents of these FAQs.

Lester Aldridge LLP would be pleased to advise you on the application of the principles demonstrated in the FAQs to your specific circumstances but in the absence of such specific advice cannot be responsible or liable to you for the content of the FAQs. Please visit for more information: http://irwestmids.co.uk/hr-legal-services-support/