ExternalOS

The problem: UK employment law changed dramatically in 2025

The Employment Rights Act 2025 introduced some of the biggest changes to UK employment law in decades. Day-one unfair dismissal protection, new paternity rights, mandatory harassment prevention duties, fire-and-rehire restrictions, zero-hours contract reforms. Every small business needs to know what these mean in practice, and most don't.

  • Getting a redundancy calculation wrong risks an employment tribunal claim
  • Missing the right to be accompanied in a disciplinary letter breaches the ACAS Code
  • The flexible working response deadline is now 2 months, not 3, miss it and face a complaint
  • HR consultants charge £75-150/hour. Employment solicitors charge more

Statutory calculations

  • Redundancy pay, age-banded, capped at £719/week, maximum 20 years service
  • Holiday entitlement, including the 12.07% method for irregular hours workers
  • Statutory Sick Pay - £118.75/week, qualifying days, waiting days correctly applied
  • Notice periods - 1 week per year of service, capped at 12 weeks
  • Maternity pay - 90% for 6 weeks, then £187.18/week for 33 weeks
  • Paternity pay, now a day-one right under ERA 2025
  • Shared Parental Leave and Pay calculations
  • National Minimum and Living Wage by age band (2025/26 rates)

HR letters generated

  • Disciplinary invitation letters with right to be accompanied
  • Written warnings, first and final. ACAS Code compliant
  • Dismissal letters for conduct, capability, redundancy, and SOSR
  • Grievance acknowledgement and outcome letters
  • Flexible working responses (day-one right under ERA 2025)
  • Redundancy consultation letters and selection pool documentation
  • Probation reviews, pass, fail, and extension letters
  • Factual employment references

This is a calculation and template tool based on current UK employment legislation. It is not legal advice. Consult ACAS or a qualified employment solicitor for binding guidance on specific situations.