UK Employment Rights Act: 2025 - Intermediate

HR & People - Regulatory compliance
This is the operational course for line managers, HR, and owner-managers running day-to-day people decisions under the Employment Rights Act 2025.

You'll learn how to manage probation and dismissal under the six-month qualifying period from 1 January 2027, handle fire and rehire lawfully, prepare for guaranteed hours and cancelled-shift pay, meet the strengthened harassment duty, run collective redundancy under the doubled protective award, operate the new family-leave and sick pay rules, and defend flexible-working decisions. By the end, you'll have a manager's compliance routine you can apply to real cases through the 2026 to 2027 changes.

Access

Self-Paced Learning

Modules

11 Modules

Certification

Certificate of Completion

Price

€300
Learning Objectives
Course Benefits
Modules
By the end of this course, learners will be able to:

  • Manage probation and dismissal in light of the six-month qualifying period that applies from 1 January 2027
  • Handle fire and rehire lawfully under the automatically-unfair rule and its Code of Practice
  • Prepare for guaranteed hours, reasonable notice, and cancelled-shift pay for zero- and low-hours workers
  • Apply the strengthened harassment duty: all reasonable steps and third-party harassment liability
  • Run collective redundancy under the doubled protective award and operate family-leave and sick pay rules
  • Defend flexible-working decisions and build a manager's compliance routine and records
Benefits for the Organisation

• Equip line managers and HR to run probation, dismissal, redundancy, and harassment prevention lawfully under the new rules
• Reduce the risk of costly mistakes on probation, fire and rehire, redundancy, and harassment as the changes land
• Evidence completed Employment Rights Act 2025 training to auditors, insurers, and the Fair Work Agency with timestamped records
• Standardise how your managers handle probation, dismissal, rotas, and redundancy, with no improvised decisions
• Save HR and owner-managers the time spent correcting avoidable mistakes under the new rules

Benefits for Learners

• Manage probation and dismissal under the six-month qualifying period with confidence
• Handle fire and rehire, guaranteed hours, and cancelled-shift pay correctly in real cases
• Meet the all-reasonable-steps harassment duty and run a defensible redundancy consultation
• Operate the new family-leave and sick pay rules and defend flexible-working decisions
• Pass the assessment knowing every answer traces to the Employment Rights Act 2025, the ERA 1996 as amended, or GOV.UK and ACAS guidance

Lesson 1: Welcome and how this works
Get oriented to the course and the Employment Rights Act 2025, see how the course works, and acknowledge the disclaimer before you begin.

Lesson 2: Probation in the six-month world
Manage a struggling new hire under the qualifying period moving from two years to six months on 1 January 2027, and decide whether to extend, support, or exit.

Lesson 3: Fire and rehire, the right way
Change shift terms lawfully now that fire and rehire is automatically unfair in most cases from 1 January 2027, following the Code of Practice and a proper consultation path.

Lesson 4: Guaranteed hours and zero-hours
Prepare for guaranteed-hours offers, reasonable notice, and cancelled-shift pay for zero- and low-hours workers, and cost a cancelled shift on a real rota.

Lesson 5: Stopping harassment before it happens
Apply the all reasonable steps duty and third-party harassment liability from October 2026, and draft the steps that build a defence.

Lesson 6: Redundancy consultation that holds up
Run collective redundancy under the protective award doubled to 180 days, sequence a consultation, and prepare for the coming org-wide threshold.

Lesson 7: Family leave and sick pay in practice
Operate the day-one family-leave and statutory sick pay rules in real cases, handling notice, evidence, and the edge cases that arise.

Lesson 8: Flexible working you can defend
Apply the eight statutory reasons and the reasonableness test so a flexible-working refusal is one you can defend under the ACAS Code.

Lesson 9: Resources
Build your reference shelf: the Employment Rights Act 2025, the ERA 1996 as amended, the GOV.UK roadmap, ACAS guidance, and trusted further reading.

Lesson 10: Final assessment
Ten multiple-choice questions covering the whole course, with an 80% pass mark and two attempts, each question tied to a course outcome.

Lesson 11: Conclusion - feedback and certificate
Share your feedback on the course and claim your certificate of completion.

CORPORATE TRAINING

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Every organisation is different - and so are its learning needs.

Request a call back to talk through:


  • Your current onboarding or training challenges
  • Skills gaps across teams or roles
  • Compliance, wellbeing, or development priorities
  • How digital learning can support performance and retention
  • Special pricing options for multiple seats or team-wide access


We’ll help you explore practical, people-first solutions that fit your organisation.

Course FAQ's

Who is this course for?

Line managers, HR, and owner-managers across England, Wales, and Scotland who make day-to-day people decisions - probation, dismissal, rotas, redundancy, and harassment prevention - under the Employment Rights Act 2025. The Foundation course is a useful primer first, but this course can be taken on its own by anyone who manages people.

No prior knowledge of employment law is required.

Where and when can I take this course?

The course can be taken at any time and from any internet-connected device.

Do I need prior knowledge or experience?

This is an operational, intermediate-level course, and all concepts are explained in a clear, practical way. A basic awareness of the Employment Rights Act 2025 (or the Foundation course) helps, but no previous training is required.

Can this course be used for company-wide training?

Absolutely. This course is designed to be rolled out across the whole organisation, making it suitable for every employee, line manager, and HR team member who needs to understand the Employment Rights Act 2025.

Do I get a discount if I buy multiple seats for this course?

Yes. Please contact us and we will issue a quote according to your needs.

Will managers be able to track progress and completion?

Yes. Branch managers and administrators can track learner progress, completion rates, and assessment performance across the course.

This gives clear visibility on engagement and outcomes, making it easier to monitor participation, support staff where needed, and evidence completed Employment Rights Act 2025 training to auditors and the Fair Work Agency.

Is this course part of a larger employment law programme?

Yes. This is Course 2 (Intermediate) of the Auren Employment Rights Act 2025 bundle - the operational course for line managers and HR who run probation, dismissal, rotas, redundancy, and harassment prevention under the new rules. It follows Course 1 (Foundation), the orientation every manager and employee starts from, and is followed by Course 3 (Advanced), for the HR leads, senior managers, and owner-managers who carry the legal and financial risk.

All three courses in the bundle can be taken as stand-alone courses.