Key Takeaways
| Right | What Has Changed |
|---|---|
| Unfair dismissal protection | Qualifying period removed protection applies from day one of employment |
| Zero-hours contracts | Workers with regular patterns can request guaranteed hours contracts |
| Sick pay | Statutory Sick Pay now available from day one, with lower earnings threshold removed |
| Trade union rights | Simplified recognition process and new rights to access workplaces for recruitment |
| Flexible working | Right to request flexible working strengthened employers must provide stronger justification for refusal |
The Employment Rights Act 2025 is the most substantial reform to the UK workplace since the 1990s. It fulfils a number of the Government’s Make Work Pay commitments and creates genuine new protections for workers who have historically been exposed to precarious employment arrangements.
Day-One Unfair Dismissal Protection
Under previous law, employees had to complete two years of service before they could bring an unfair dismissal claim. The 2025 Act removes this qualifying period entirely. From the moment you begin employment, you have the right not to be unfairly dismissed.
This is a significant shift. It means employers must now ensure that dismissal decisions at any stage of employment are fair, follow a proper procedure, and are based on genuine grounds. If you have been dismissed and believe the decision was unfair, Wolf Law can assess your position and advise on whether a tribunal claim is appropriate.
Unfair dismissal claims must be brought within three months of the effective date of termination, so it is important to take legal advice quickly. Contact Wolf Law today for a free initial consultation.
Zero-Hours Contracts and the Right to Guaranteed Hours
Zero-hours contracts have long been a source of insecurity for workers in hospitality, retail, care, and other sectors. The 2025 Act introduces a right for workers to request a contract that reflects their regular working pattern where they have been engaged on a consistent basis over a qualifying period.
Employers are not required to agree to every request, but they must consider it and provide written reasons if they decline. A refusal that is not justified by genuine operational reasons may constitute a breach of the worker’s statutory rights.
If you are on a zero-hours arrangement and believe you qualify for guaranteed hours, the Wolf Law employment team can review your work history and advise on your options under the new framework.
Sick Pay Reforms
Statutory Sick Pay has previously been inaccessible to many low-paid workers due to the lower earnings threshold. The 2025 Act removes that threshold, meaning all employees are entitled to SSP from the first day of illness regardless of their weekly earnings.
This change is particularly significant for part-time workers, those on low wages, and workers in sectors with high rates of informal employment. Employers who fail to pay SSP to eligible workers are in breach of their statutory obligations and may face claims before an employment tribunal.
If your employer has refused or failed to pay sick pay you believe you are entitled to, the Wolf Law employment solicitors can advise on the appropriate steps to take.
What to Do If Your Employer Breaches the New Rules
The 2025 Act creates real new rights, but rights are only as strong as the willingness to enforce them. If you believe your employer has breached your entitlements under the new legislation, you should first raise a formal grievance in writing, setting out clearly which right you believe has been infringed and what remedy you are seeking.
If that does not resolve the matter, an employment tribunal claim may be available. Tribunal time limits are strict. In most cases you have three months less one day from the date of the breach to begin the ACAS early conciliation process, which is a mandatory step before lodging a tribunal claim.
Wolf Law represents employees across Great Britain in employment tribunal proceedings. Our solicitors have a strong track record in unfair dismissal, wrongful dismissal, and statutory rights cases. To discuss your situation, contact us here.
Frequently Asked Questions
When does the Employment Rights Act 2025 come into force?
Different provisions of the Act come into force at different dates. Day-one unfair dismissal protection and SSP reforms are among the earliest provisions to take effect. Your employer should be complying with the Act now. If you are unsure whether a specific right applies to you yet, Wolf Law can advise.
Does the Act apply to self-employed workers?
Most of the Act’s provisions apply to employees and, in some cases, workers. Self-employed contractors generally fall outside its scope, though the distinction between employee, worker, and self-employed is not always straightforward and is a matter for employment tribunals to determine.
Can my employer dismiss me for requesting guaranteed hours?
No. Dismissal or detriment as a result of exercising a statutory right under the 2025 Act is automatically unfair. If you have been dismissed or treated badly after requesting guaranteed hours, you may have a strong tribunal claim.
How do I start an employment tribunal claim?
You must first contact ACAS to begin the early conciliation process. This is a mandatory step before a claim can be lodged with the tribunal. Wolf Law can guide you through this process and represent you throughout.
How much does it cost to bring an employment tribunal claim?
There are no tribunal fees for workers bringing employment claims. Wolf Law offers a free initial consultation. Costs thereafter depend on the nature and complexity of your case.
Legal Disclaimer: This article is for general information purposes only and does not constitute legal advice. Employment law is fact-specific. If you require advice on your particular situation, please contact Wolf Law directly.
