Employment Rights Act Awareness Training for Managers
schedule
Course Duration: 50+ minutes
The Employment Rights Act 2025 is one of the most significant overhauls of UK employment law in recent years. It expands employee rights, removes the compensation cap on certain tribunal awards and brings legal protection into play from the very start of the employment relationship.
Managers who rely on informal habits around dismissal, flexible working and harassment prevention now carry substantially higher legal risk. A new Fair Work Agency takes a more active enforcement role.
This IIRSM-approved Employment Rights Act Awareness Training for Managers gives UK organisations a consistent, practical foundation. It helps managers understand which reforms are already in force, which decisions now carry the greatest exposure and what defensible practice looks like under the new Act.
This course is for anyone with people-management responsibility in UK organisations — particularly those operating with zero-hours, part-time or variable-hours contracts, where reforms to guaranteed hours, SSP and dismissal rights carry the greatest operational impact.
It is suitable for:
Line managers and team leaders
Business owners and directors
HR managers and HR advisers
Operations and department managers
Supervisors and shift managers
Office managers and practice managers
Course Content
This Employment Rights Act Awareness Training for Managers contains the following modules:
Understand which ERA 2025 reforms are already in force and which are phased. Recognise why the changes require a more structured approach to people management from day one.
Recognise how SSP rules, guaranteed hours obligations and shift scheduling requirements affect workforce decisions. Identify the informal practices that now carry legal risk and know what to do differently.
Understand which entitlements apply from day one. Learn how to handle flexible working requests consistently, lawfully and with clear documentation.
Identify when normal performance management cannot be applied during protected periods. Know what steps are required before any action affecting these employees is taken.
Apply a proactive approach to preventing sexual harassment, including risks from customers, contractors and third parties. Know how to respond consistently when concerns are raised.
Understand why dismissal and re-engagement now carries automatic unfair dismissal risk. Know the correct process before any contract change discussion takes place.
Recognise how the reduction in the qualifying service period to six months affects probation, performance and dismissal decisions. Build a defensible evidence trail from the first weeks of employment.
Recognise the wider ERA 2025 reforms affecting collective redundancy, whistleblowing, tribunal time limits, trade union rights, equality action plans and umbrella company arrangements. Know when these less frequent issues create organisational risk and when early escalation to HR or legal support is required.
Identify which records to keep, when to escalate to HR and how consistent documentation protects the organisation if a decision is later challenged.
What Your Staff Will Learn
By completing this training, managers will be able to:
Identify which Employment Rights Act 2025 reforms are already in force and which take effect in 2026 and 2027.
Recognise which day-to-day management decisions carry the greatest legal risk under the new framework.
Understand the correct process for flexible working requests, guaranteed hours obligations and family-friendly leave entitlements — and when to involve HR.
Identify when normal performance management cannot be applied during protected periods and what steps are required instead.
Recognise when dismissal and contract changes carry automatic unfair dismissal risk and how to proceed correctly.
Take proactive steps to prevent sexual harassment, including risks arising from customers, contractors and third parties.
Know which records to keep and the escalation steps that strengthen the organisation’s position if a decision is later challenged.
Available in 20+ Languages
Course subtitles are available in multiple languages, including:
This course is approved by the International Institute of Risk & Safety Management (IIRSM).
The course certificate includes:
User name
Company name
Course name
Completion date
Expiry date
Approval body
An IIRSM-approved certificate will be available for download and printing instantly upon course completion.
Users must complete an assessment before earning their certificate.
The end-of-course test is:
Fully online
Multiple choice
A score of 80% is required to pass.
Customer Feedback
Why This Training Is Important
The Employment Rights Act 2025 changes when employment risk arises and what it costs to get decisions wrong. Probation, dismissal, working hours, flexible working and harassment prevention will all face greater scrutiny — from employees, employment tribunals and the new Fair Work Agency.
Many organisations still operate on management habits that predate the Act. Practices that once carried low risk now carry significantly higher exposure:
Last-minute rota changes that breach guaranteed hours obligations
Dismissal decisions made close to the six-month qualifying mark without adequate documentation
Ad-hoc responses to flexible working requests that lack a consistent, recorded process
Informal handling of harassment concerns that fall short of the new proactive duty
Inconsistency between managers makes it harder to defend decisions if they are later challenged at tribunal or reviewed by the Fair Work Agency.
This IIRSM-approved online Employment Rights Act course gives managers a shared, structured baseline for the decisions most affected by the Act. It replaces informal management habits with evidence-based approaches to probation, performance, dismissal, flexible working and harassment prevention.
How This Training Helps Your Organisation
Beyond individual manager understanding, this training supports wider organisational readiness for a more actively enforced employment landscape:
Establishes a consistent management baseline, reducing variation in how decisions are made across teams, sites and shifts.
Strengthens the organisation’s position if decisions are later scrutinised by the Fair Work Agency or an employment tribunal.
Reduces exposure to uncapped tribunal awards by ensuring managers understand which decisions now carry automatic unfair dismissal risk.
Supports early preparation before phased reforms take full effect, reducing the risk of reactive, costly adjustments later.
Builds the records and escalation steps that protect the organisation if management decisions are later challenged.
The Employment Rights Act 2025 is already in force — and further reforms take effect in 2026 and 2027. Give your managers the consistent, defensible baseline they need to handle probation, dismissal, flexible working, family-friendly leave and harassment prevention under the new Act. Enrol your team today.
