Keep up to date with what is changing under the Employment Rights Act 2025, the Equality (Race and Disability) Bill and the plan to Make Work Pay
The UK Government's plan to Make Work Pay changes multiple aspects of employment law; one example is changing the two-year qualifying period to claim unfair dismissal to six months.
A commitment to deliver most of these proposals are laid out in the Employment Rights Act 2025. The roadmap for the delivery of changes (including a visual timeline for logged-in CIPD members showing when the measures will be implemented) is set out below.
Dates for some of the changes are now set. Some areas need further clarity and consultation (such as new rights for zero-hours and low-hours workers). CIPD members can keep track of developments by logging in below and using the tracker table. The table tracks the progress of relevant and notable changes by date.
Information below the tracker table provides insights from the CIPD’s Public Policy team, as well as information on what people professionals can do now.
In addition to the ERA 2025, the Make Work Pay plan involves other non-regulatory consultations, new regulations and amendments to codes or guidance. There are also changes being introduced under the Equality (Race and Disability) Bill.
Please note, the majority of the ERA 2025 will not apply in Northern Ireland, where employment legislation is almost entirely a devolved (transferred) matter. The NI Executive has published separate proposals on employment law reform.
CIPD members can find guidance, practical tools and expert insight to help you act with confidence and lead your organisation effectively through the changes introduced by the Employment Rights Act 2025.
Visit our hub pages for the resources you need.
Watch this short video to understand what the introduction of changes on 6 April means in practice
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