The Employment Rights Act 2025 (ERA) received Royal Assent on 18 December 2025 and is now in force. As a result, UK employment law will fundamentally change in 2026 and it’s vital that organisations are aware of their new obligations.
The ERA is the biggest change to employment law in a generation. It will significantly strengthen individual and collective employee and trade union rights and place many new requirements and obligations on employers who may need to urgently adapt their working practices.
Evie Williams and Richard Thomas, experts from Capital Law, will take you through the key aspects of the new legal landscape.
What to expect
Gain insights into the key changes introduced by the Employment Rights Act 2025 and how they will impact UK employment law.
Understand the new obligations and requirements for employers, including practical steps to adapt your organisation’s working practices.
Engage with experts from Capital Law as they take you through the key aspects of the new legal landscape.
Why attend?
Be prepared for the transformative changes to UK employment law brought by the Employment Rights Act 2025
Gain practical advice from legal experts to ensure your organisation remains compliant and prepared
Network with peers and gain valuable insights
Speaker bios
Evie Williams, Solicitor, Capital Law
Evie assists with contentious and non-contentions aspects of employment law including employment tribunal litigation, delivering training, HR advisory work and assisting with employment aspects of corporate sales and acquisitions. Evie is also a member of Capital Law’s French desk and provides support with their international work.
Richard Thomas, Partner- Employment and Immigration and Head of Capital Law Academy, Capital Law
Richard advises on all aspects of discrimination law and provides advice and training to employers and organisations on their legal obligations under UK employment law. He also provides strategic advice on collective employee consultation duties and obligations arising out of company restructures, acquisitions, mergers, collective redundancies and outsourcing. This work includes informing, consulting and negotiating with trade unions to avoid legal claims and industrial action, as well as the application of TUPE. He also advises on wrongful, constructive and unfair dismissal claims.
