This month: Views needed on revised Code on disciplinary and grievance procedures. Plus, new duty to prevent third party harassment and a look at when an employer has ‘knowledge’ of a disability.
The Employment Rights Act 2025 changes continue to dominate the landscape for people professionals; in this round-up we update on recent timeline changes as well as the latest consultations.
We have more on the new duty to prevent harassment by third parties.
We also highlight an EAT decision looking at the role of occupational health reports in disability discrimination cases.
We have updated our tracker on employment law changes under the Employment Rights Act 2025 to reflect changes the UK Government has made to the implementation timeline:
We have included a short summary of the changes timeline at the end of this update, and keep our tracker regularly updated.
Acas has launched a consultation on a revised Code of Practice on disciplinary and grievance procedures, with increased emphasis on informal resolution of workplace issues.
The consultation is open to everyone, and responses can be submitted using the online form or downloadable word document by 23 September 2026. CIPD members can access existing resources on managing discipline and grievance in the workplace through our guide for people professionals – we will be updating this once the updated Code of Practice is published following the consultation exercise.
In addition to the Acas consultation, the following UK Government consultations are currently open:
The Employment Rights Act 2025 introduces an obligation on employers to prevent harassment of their employees by third parties. While preventing harassment is not a new concept, the steps that employers will need to consider will require more thought and depth
While compliance with the new duty will depend on the circumstances of the individual organisation and employees, our 'third party harassment prevention checklist' can help you understand some key areas to focus on in your organisation.
The Fair Work Agency has secured its first prosecution, against an individual supplying workers to an abattoir without a gangmaster's licence.
The new labour market enforcement body - created by the Employment Rights Act 2025 - had its 'soft launch' on 7 April 2026. Initially tasked with consolidating existing enforcement bodies including the Gangmasters, the Labour Abuse Authority and HMRC's National Minimum Wage compliance unit, the FWA has a wider remit across several areas of labour market enforcement and more areas are expected to be added to its portfolio – including holiday pay enforcement, on which the Government is currently consulting (see above).
CIPD members can access more information about the Fair Work Agency including infographics and explainer videos on our Fair Work Agency hub page.
The Employment Appeal Tribunal (EAT) looked recently at the knowledge an employer must have, or could be expected to have, of the 'disability' before becoming potentially liable for disability discrimination and the duty to make reasonable adjustments.
This case highlights the importance of paying attention to occupational health reports: In Cunningham v BBC [2026] EAT 92 the employer had an occupational health report, and information from the employee, along with common public knowledge about the condition (Type 2 diabetes) which the EAT held contributed to the employer’s knowledge of the disability.
More information on addressing disability discrimination issues in your organisation is covered in our disability discrimination UK employment law page.
We have updated guides and tools and new resources such as 'before and after' infographics, checklists and risk assessment planning tools and explainer videos, which are available on the hub pages for the specific area of change:
All information relating to the changes under the Employment Rights Act 2025 can be found on the ERA 2025 tracker.
Use the tracker to keep up to date with latest timeline and developments
Plus, spotlight on two Tribunal decisions
Identify which capabilities matter most to invest, redeploy talent, and make strategic choices with real competitive advantage
This month: What to consider as the Employment Right Act 2025's six-month unfair dismissal rule change starts to impact, plus information on dishonesty at tribunals
This month: What the King’s Speech meant for people professionals, four tribunal outcomes, a consultation on NDAs and increasing interest in fire and rehire changes
Understand and take action to respond to the impact of the changes to sexual harassment and harassment protection measures employers need to take
Keep up to date with the latest employment law developments and proposed future changes
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
Understand the impact the changes to tribunal time limits will have on your practice