Webcasts /Employment Rights Act 2025 Employer Briefing: A No-Nonsense Guide to the New Rules
Sep 30, 2026 / 11:00 am - 11:45
Employment Rights Act 2025 Employer Briefing: A No-Nonsense Guide to the New Rules
Amanda Dawes
Seminar Presenter
Amanda has worked withing the documentation and advice teams for over 16 years at Peninsula. She is Level 7 CIPD credited and supported a wide variety of clients in all sectors from Care to Hospitality, ranging from SME's to corporate businesses, providing them with HR focused solutions.
Amanda Dawes
Seminar Presenter
Amanda has worked withing the documentation and advice teams for over 16 years at Peninsula. She is Level 7 CIPD credited and supported a wide variety of clients in all sectors from Care to Hospitality, ranging from SME's to corporate businesses, providing them with HR focused solutions.
Don't worry though, it just means you need to give us a call instead and we'll be happy to help.
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Thank you for registering your spot to our webcast Employment Rights Act 2025 Employer Briefing: A No-Nonsense Guide to the New Rules
A reminder of the start date has been sent out to your registered email with the details of the webcast.
Don't worry though, it just means you need to give us a call instead and we'll be happy to help.
About this upcoming session
October’s set to be a demanding period for business owners. The Employment Rights Act 2025 will bring in several significant changes.
The legislation is aimed at strengthening workers’ rights, and in doing so, it creates new challenges for employers.
To support you with your incoming legal requirements, our employment law experts lead a free webcast discussing new laws and the impact for your business. Key topics include:
- Trade union powers: They’ll be granted new entitlements, including the right to enter your workplace to recruit employees.
- Sexual harassment changes: Builds on the existing duty to prevent sexual harassment; ‘all reasonable steps’ must be taken.
- Third-party liability: Employers will be liable if they fail to take ‘all reasonable steps’ to prevent any type of harassment to their staff by a third party.