Flexible working, fire and rehire, and trade union consultations open

The first changes under the Employment Rights Act 2025 are nearly here. Day one sick pay will cost employers an estimated £450 million per year. And changes to family leave will mean new contracts, policies, and documentation.

Consultations on the next raft of changes are underway. And as some close on 1st April 2026, you don’t have long to have your say. Here are the links and details:

Flexible working: closes 30th April 2026

The government will introduce a new process for employers to follow if they want to reject a flexible working request. The consultation seeks views on the new process, what training, resources, and support could help, and other ways to improve access to flexible working. You can have your say on flexible working here.

Tipping laws: closes 1st April 2026

Under the Employment Rights Act, employers will need to consult workers when developing or reviewing tipping policies. The government is seeking views on improving and implementing the new requirements, as well as the statutory code of practice and non-statutory guidance for distributing tips fairly. You can have your say on tipping laws here.

Fire and rehire: closes 1st April 2026

Fire and rehire refers to an employer dismissing an employee and then rehiring them, usually under less favourable terms and conditions. The government is seeking views on which expenses, shift patterns, and benefits should be covered by new unfair dismissal protections, to protect employees and still allow businesses to adapt. You can have your say on fire and rehire here.

Trade union e-ballots and protection: closes 1st April 2026

The government has committed to allowing unions to use modern and secure electronic balloting for statutory ballots, including recognition and derecognition ballots. But they would like views on proposals to prevent interference in ballots. You can have your say on trade union e-ballots here.

For the consultation on protections against employer actions that penalise, prevent or deter workers from taking official industrial action, you can have your say here.

Are you ready for changes under the Employment Rights Act 2025?

Reforms under the Employment Rights Act 2025 will cost employers an estimated £15 billion.

Are you prepared for these changes? And do you know what actions you need to take to remain compliant?

Here’s how BrightHR can help

Download the BrightHR Small Business Survival Guide for practical guidance to avoid penalties and disruption to your business. We’ve split the Employment Rights Act 2025 into manageable actions, starting with sick pay changes and parental leave in April, all the way through to probation period changes in 2027.