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There is a change coming to UK employment law that most small business owners don't yet know about — and the window to prepare is closing faster than you might think. From 1 January 2027, the qualifying period for unfair dismissal protection will reduce from two years to just six months. This is one of the most significant shifts in employment law in a generation, and if you employ or plan to hire people this year, it will affect you sooner than you expect. What Is Changing —

The 6th of April has arrived — and with it, some of the most significant changes to UK employment law in years. If you run a small business and haven't reviewed your contracts, policies, or HR processes recently, now is the time. The Employment Rights Act 2025 has begun rolling out in phases, and several key changes are already in effect. Here's what you need to know — and what you should be doing about it right now. Paternity and Parental Leave Are Now Day One Rights From 6

The New Standard of Employee Support The recent escalations in the Middle East have served as a stark reminder that global businesses must be prepared for "black swan" events. When staff members are stranded or in harm's way, the standard corporate response is no longer enough. A 5-Point Action Plan for Organizations Immediate Visibility & Headcount: Use real-time tracking and check-in tools to account for every team member, including contractors and local staff. Consular &

On 18 December 2025 , the UK employment landscape reached a turning point. The Employment Rights Bill received Royal Assent, becoming the Employment Rights Act 2025 . This Act amends the 1996 legislation and introduces a "New Deal" for workers that will require significant adjustments from employers. The Implementation Roadmap Navigating these changes requires understanding the timeline. Most reforms are phased to allow businesses to adapt. April 2026: Day-one rights for SSP