The Employment Rights Act 2025 for Small Employers : What Changes in 2026 and 2027, and How to Comply - A Plain-English Guide for UK Businesses with Fewer Than 50 Employees
Language: English
Published by The Center For Lean Business Management, LLC Okt 2026, 2026
- Softcover
- New
Seller: AHA-BUCH GmbH, Einbeck, GermanyAHA-BUCH GmbH
AbeBooks seller since August 14, 2006
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Add to basketItem description from seller
Neuware - From 1 January 2027, an employee can claim unfair dismissal after six months, not two years - and the cap on compensation disappears. If you run a business with fewer than 50 people and no HR department, this book tells you exactly what has already changed, what changes next, and what to do about it. Most of what has been written about the Employment Rights Act 2025 says unfair dismissal becomes a day-one right. It does not. That changed in November 2025, and the qualifying period is six months. This guide is built on the Act as it was passed, the commencement regulations made under it, the government's own implementation timetable and Acas guidance - and it tells you plainly which parts are law, which parts have a date but are not law yet, and which parts are still being written. Written for the person who does everything: - Owners and directors of businesses with 1 to 49 employees, who write the rota, sign the contracts and would have to run a dismissal themselves- Office and practice managers who administer pay, sickness and leave- First-time line managers who need the rules without a law degreeInside: - A dated compliance calendar: 6 April 2026, 1 October 2026, 30 October 2026, 1 January 2027 and beyond, with a clear mark against every row showing whether it is already law- What is already binding: sick pay from the first day with no lower earnings limit, day-one paternity and parental leave, holiday records you must keep for six years, and the doubled protective award- 1 October 2026: tribunal claims move from a three-month to a six-month window, and what that means for the records you keep- 30 October 2026: the duty to take all reasonable steps to prevent sexual harassment, and liability for harassment by customers and clients- 1 January 2027: the six-month qualifying period, the trap in the transitional rule about when employment actually ends, probation that works under the new rules, the uncapped compensatory award, and the new limits on fire and rehire- 2027: guaranteed hours, reasonable notice of shifts, flexible working, bereavement leave and confidentiality clauses - with an honest account of how much is still undecided- The Fair Work Agency: what it enforces, how an investigation starts, and the self-correction rule that can stop a penalty before it is issued- Ten small businesses working through ten real decisions, with the dates that settled them- A 35-question FAQ, fifteen common mistakes, ten document skeletons, a key dates appendix and a 79-term glossaryThis book is general information about employment law in Great Britain, not legal advice, and it is not affiliated with Acas, the Department for Business and Trade or any government body. Before you dismiss anyone, change a contract or respond to a complaint, take advice. Law stated as at 23 September 2026; an updated edition will follow the 2027 regulations. The dates are already set. Find out which ones apply to you.…
Seller Inventory # 9798178240038
- Title
- The Employment Rights Act 2025 for Small Employers : What Changes in 2026 and 2027, and How to Comply - A Plain-English Guide for UK Businesses with Fewer Than 50 Employees
- Author
- Bilge Mutlu
- Publisher
- The Center For Lean Business Management, LLC Okt 2026
- Publication year
- 2026
- Condition
- Neu
- Binding
- Taschenbuch
- Language
- English
- ISBN 13
- 9798178240038
- Item weight
- 369 grams
- Dimensions
- 229x152x14 mm
Most of what has been written about the Employment Rights Act 2025 says unfair dismissal becomes a day-one right. It does not. That changed in November 2025, and the qualifying period is six months. This guide is built on the Act as it was passed, the commencement regulations made under it, the government's own implementation timetable and Acas guidance - and it tells you plainly which parts are law, which parts have a date but are not law yet, and which parts are still being written.
Written for the person who does everything:
- Owners and directors of businesses with 1 to 49 employees, who write the rota, sign the contracts and would have to run a dismissal themselves
- Office and practice managers who administer pay, sickness and leave
- First-time line managers who need the rules without a law degree
- A dated compliance calendar: 6 April 2026, 1 October 2026, 30 October 2026, 1 January 2027 and beyond, with a clear mark against every row showing whether it is already law
- What is already binding: sick pay from the first day with no lower earnings limit, day-one paternity and parental leave, holiday records you must keep for six years, and the doubled protective award
- 1 October 2026: tribunal claims move from a three-month to a six-month window, and what that means for the records you keep
- 30 October 2026: the duty to take all reasonable steps to prevent sexual harassment, and liability for harassment by customers and clients
- 1 January 2027: the six-month qualifying period, the trap in the transitional rule about when employment actually ends, probation that works under the new rules, the uncapped compensatory award, and the new limits on fire and rehire
- 2027: guaranteed hours, reasonable notice of shifts, flexible working, bereavement leave and confidentiality clauses - with an honest account of how much is still undecided
- The Fair Work Agency: what it enforces, how an investigation starts, and the self-correction rule that can stop a penalty before it is issued
- Ten small businesses working through ten real decisions, with the dates that settled them
- A 35-question FAQ, fifteen common mistakes, ten document skeletons, a key dates appendix and a 79-term glossary
The dates are already set. Find out which ones apply to you.
"Synopsis" may belong to another edition of this title.
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