On 4, 5 and 6 February, the UK government launched new public consultations to clarify the terms and conditions for implementing certain provisions of the Employment Rights Act 2025, which is due to come into force in August 2026. The aim is twofold, to provide legal certainty for future reforms and to involve stakeholders in their implementation.
Alongside the publication of an updated timetable for the implementation of the various provisions of the Employment Rights Act, in early February the UK government launched a series of new consultations on measures that have yet to come into force. Two of these began on 4 February and will end on 1 April 2026. The first concerns new protections to prevent so-called ‘fire and rehire’, which refers to an employer dismissing an employee and then rehiring them (or hiring someone else) under worse
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Article authors
Nathalie Tran
Editor-in-Chief Mind HR