Employment Rights Act 2025 - Training for Managers

This session gives managers a clear, practical understanding of the Employment Rights Act 2025 and what its phased implementation means for day‑to‑day people management. The focus is on real‑world decisions, risk points, and behaviours, not legal theory.

Managers will leave with a grounded sense of:

• Why the Act matters now, even before full implementation
• Which everyday management actions carry the highest risk under the new framework
• How to recognise early warning signs and when to escalate to HR
• What they can confidently handle themselves versus what requires specialist input

The session is not legal training and does not expect managers to memorise legislation. Instead, it equips them to apply the Act in practical scenarios and make safe, consistent decisions.

Who should attend

• Line Managers
• Supervisors
• HR Teams
• Anyone with day‑to‑day responsibility for people decisions

What we’ll cover

• A clear overview of the Employment Rights Act 2025
• The implementation roadmap (as of February 2026) and what changes when
• The 12 spotlight categories most affected by the Act
  • Focus on recognising risk signals
  • Understanding manager responsibilities
  • Knowing when to escalate or seek support

Learning outcomes

By the end of the session, managers will be able to:

• Understand the core framework of the Employment Rights Act 2025 and its phased rollout
• Explain the implementation roadmap and what it means for their team
• Identify and analyse the 12 impacted categories, with emphasis on practical implications rather than memorisation
• Apply the Act to real workplace scenarios, including performance, conduct, flexible working, and contractual changes
• Spot early risk indicators and take appropriate action or escalation
• Assess organisational readiness and understand their role in reducing compliance risk

Why this matters for managers right now

• The Act introduces new rights, new timelines, and new expectations that directly affect everyday decisions.
• Many changes require manager‑led action, not just HR policy updates.
• Early missteps can create avoidable legal exposure, especially during the transition period.
• Managers are the first line of defence in ensuring fair, consistent, and compliant practice.
• Understanding the Act now helps managers build confidence, reduce risk, and support their teams through change.