UK 
United States
One of the most significant and pressing issues for HR professionals right now is the implementation of the Employment Rights Act 2025.
Widely regarded as the biggest overhaul of employment law in a generation, the Act is reshaping how organisations manage people, risk, and compliance in 2026 and beyond. It introduces significant changes that will impact HR departments and, for HR leaders, it is more than a legislative update; it represents a fundamental shift in the employer-employee relationship.
The Employment Rights Act 2025 introduces a wide range of reforms, including changes to statutory sick pay, enhanced protections for employees, stronger obligations around preventing harassment and new rights from day one of employment. These changes significantly raise the bar for compliance and place greater accountability on employers to proactively manage workplace practices.
One of the most impactful elements is the expansion of worker protections, meaning organisations must not only respond to issues but actively prevent them. HR must ensure hiring decisions are made correctly and probationary procedures tightly controlled. Day to day decisions for line managers will carry greater legal weight under the new legislation, requiring the implementation of robust policies, training, and oversight.
