Van Doorne’s Post

Dutch employment law is moving fast! Be sure to keep up and read our ‘all you need to know’ update during the Summer holidays.

UK employment tribunal claims are up 54% in a year. The compensation cap on unfair dismissal disappears entirely from January 2027. And the Employment Rights Act 2025 hasn't even fully landed yet. We've put together the definitive HR guide to what's actually changing, covering: → Unfair dismissal reform and the end of the "two-year comfort zone" → The Fair Work Agency's new enforcement powers → NDA reform, and the myths still circulating about the Act → What HR should be doing right now (only 9% of organisations feel fully prepared) Read it here: https://lnkd.in/e_yVx8yc #HR #EmploymentLaw #EmploymentRightsAct #HRLeaders

The Employment Rights Act 2025 represents the most significant overhaul of UK employment law in a generation. Most provisions are being phased in through 2025 and 2026 — and several require action from employers right now. Key changes already in force or imminent: Day-one rights: Unfair dismissal protection now applies from the first day of employment (subject to a statutory probation period of up to nine months). This fundamentally changes how you manage new starters, probation reviews, and early-stage performance conversations. Flexible working: The right to request flexible working became a day-one right from April 2024. The Act strengthens this further — employers must now demonstrate an objective business reason for refusal. Zero-hours contracts: Workers on zero-hours or low-guaranteed-hours contracts now have the right to request a contract reflecting their average hours after 12 weeks. Employers must respond within one month. Collective redundancy: Consultation thresholds and rules have been tightened. Employers proposing 20+ redundancies must review their process carefully to ensure compliance. What SME employers should do now: 1. Review all employment contracts — especially probation clauses and termination procedures 2. Update flexible working policies to reflect the new framework 3. Audit your use of zero-hours arrangements 4. Train line managers on day-one rights and fair dismissal procedures 📖 Employment law update in full: https://lnkd.in/enBwM4ty 💬 Need help reviewing your contracts or HR policies in light of the ERA 2025? Our team works alongside employment law specialists — book a call today. This post is for educational purposes only and does not constitute financial or legal advice. #EmploymentRightsAct #UKEmploymentLaw #HRCompliance #SMEFinance #UKBusiness

A lot is changing in employment law right now — and some of it needs action sooner rather than later. I’ve pulled together the key changes employers should be prioritising (and why) in my latest piece. If this is on your radar, take a look: https://lnkd.in/eUP6VGzC #EmploymentLaw #HR #RiskManagement

Major employment law reforms, greater flexibility for employers and reduced bureaucracy – Germany's coalition government has unveiled ambitious plans. In our latest article, Manfred Schmid and I explore the key proposals and their potential impact on employers operating in Germany. https://lnkd.in/dp8x2Q7n

The Employment Rights Act 2025 timeline has been updated, giving employers greater clarity on when some of the biggest changes to UK employment law are expected to take effect. With reforms being introduced in stages throughout 2026 and 2027, there is a lot for organisations to keep track of. From longer Employment Tribunal claim limits and changes to trade union rights later this year, to the six-month qualifying period for unfair dismissal and fire and rehire protections from January 2027, the employment landscape is continuing to evolve. For employers, the key message is simple. Don't wait until each deadline arrives. Policies may need updating. Contracts and processes may need reviewing. Managers will need training. And some changes will require a much bigger shift in day-to-day management practices than simply updating a document. The updated timeline gives organisations something incredibly valuable: time to prepare. The businesses that use that time wisely will be in a much stronger position when the changes take effect. Employment law is changing. Now is the time to make sure your organisation is ready. 🍀 If your organisation needs support preparing for the Employment Rights Act, reviewing your HR policies and processes or ensuring your managers are ready for the changes ahead, we're always happy to have a conversation. 📩 https://lnkd.in/ek7SVSup 📞 0330 175 6601 #EmploymentRightsAct #EmploymentLaw #HRCompliance #PeopleManagement #CloverHR

🎙️𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝗰𝗶𝗼𝗻𝗲𝘀 𝗔𝗣𝗟 | 𝟮𝟬𝟮𝟲 𝗔𝗯𝗱ó𝗻 𝗣𝗲𝗱𝗿𝗮𝗷𝗮𝘀 𝗜𝗯𝗲𝗿𝗶𝗮𝗻 𝗖𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲 What employment law issues are currently top of mind for businesses in Europe and Germany? Although the German implementation of the EU Pay Transparency Directive is still pending, the topic is already high on the agenda for many companies and HR teams. We are grateful for the opportunity to share the German perspective at the Iberian Conference 2026 hosted by Abdón Pedrajas. Our colleague Lynn de Haan discussed the latest developments in German employment law and provided an overview of the key questions and challenges businesses are already facing as they prepare for the upcoming requirements. #arbeitsrecht #management #hr

A really useful overview of where employment law reform currently stands and the practical steps employers should be taking now.

👋 Employment Chit Chat: What does Andy Burnham mean for employment law reform? 👋 📌 This week we're highlighting the uncertainty facing employers following Andy Burnham's appointment as Prime Minister and what this could mean for the future direction of UK employment law reform. While a number of significant employment law changes have already been introduced through the Employment Rights Act 2025, many key reforms are yet to take full effect or remain dependent on further regulations and implementation measures. This leaves employers in the challenging position of preparing for reforms that are already on the statute book, whilst also trying to anticipate whether further proposed changes will be progressed. So far, Andy Burnham has not publicly indicated that he intends to reverse the employment reforms already underway. Given that many of the proposed changes originated from Labour's 2024 manifesto commitments, a significant change in direction would appear unlikely. Draft regulations have already been laid to bring into force the reduction in the qualifying period for unfair dismissal claims from two years to six months, together with the removal of the compensation cap, with both changes due to apply where employment terminates on or after 1 January 2027. Burnham's previous focus on his Greater Manchester Good Employment Charter, which promotes the view that good employment practices benefit both employers and employees, may also provide an indication of the principles likely to shape future policy. 💡 Key takeaway: Despite the political change at the top, employers should continue preparing for the employment law reforms that are already progressing through implementation. In particular, organisations should ensure that recruitment, performance management, disciplinary and dismissal processes are robust, well-documented and capable of withstanding greater scrutiny in light of the anticipated expansion of unfair dismissal protection. With further reforms relating to equality protections, pay gap reporting and worker rights still under consideration, employers should also continue to monitor developments closely and review workforce practices proactively. If you have any questions or would like to discuss what these developments could mean for your organisation, please contact the Employment Team at Birketts. Our team includes Abigail Hubert, Alex Elliott, Jasmin Sandhu and Fiona Collins.             #Birketts #EmploymentLaw #HR #Workplace #PeopleManagement #EmploymentRightsAct #UnfairDismissal

An insightful comment from Harriet Driscoll on why the change in Prime Minister is unlikely to lead to a significant change in direction for UK employment law reforms. #UKEmploymentLaw #HR #Politics