“An insightful and engaging HR Forum.”
“[It was great] to explore HR challenges we are all working with and getting our businesses ready for what’s coming next.”
“I came away remembering that we are all part of a large HR community and the conversations left me feeling inspired and supported.”
Earlier this month, we hosted our annual HR Forum. In front of a packed room of engaged HR professionals, we provided important updates on the latest changes in HR and employment law, including the raft of reforms under the Employment Rights Act 2025, with positive feedback from delegates.
“A high quality, informative event with a great team of experts.”
The full day event also included sessions on a new statutory right for independent trade unions to request access to workplaces, the ever-increasing problem of AI generated correspondence from employees, as well as an an interactive workshop on the complex challenges that arise from handling disciplinary matters.
The event was packed with practical tips on how employers can comply with the new legislation, including significant reforms in relation to unfair dismissal, and changes that severely limit the rights of employers to rely upon ‘fire and rehire’.
As we reflect on an informative and interactive session, we look at the biggest takeaways from our new and improved HR Forum. Here’s our top five:
One – Trade union access
The number one takeaway from this session was clear: independent trade unions will be given a statutory route to obtain physical and/or digital access to workplaces to support, represent, recruit, or organise workers and facilitate collective bargaining. This is the case even where the employer does not recognise a union or the union has no existing members there. Talking through the changes, employment partner Michael McNally presented a practical toolkit packed with useful documents to help employers when responding to requests for access.
Two – Artificial intelligence in the workplace
The emergence of artificial intelligence in the workplace is creating a myriad of complex issues for employers to navigate when it comes to employment law.
An increasing number of employees are using AI to streamline their workflow. In some instances, AI is also being used to draft formal complaints and grievances. The impact of this scenario formed the basis of a lively discussion, with associate partner Stephen Mutch leading the session.
He looked at the ever-increasing problem and complexities of AI and employment law, exploring the reasons why a robust approach to AI is so important. In partnership with clients, Stephen is developing bespoke risk assessments/how to guides to assist employers with the burden of AI.
Three – The Employment Rights Act 2025
To date, there have been a number of changes as part of the landmark Employment Rights Act 2025, with many more on the horizon. During the session, the team gave particular focus to reforms concerning the right to claim unfair dismissal. From January 2027, employees will only require six months’ service to lodge a claim – a reduction from the current two-year qualifying period. Employees will also have six months to submit a claim.
The team discussed the practical ways to prepare for the changes, including reviewing contracts of employments to ensure there is a probationary period that aligns with the six-month qualification period and there is a right to terminate with a payment in lieu of notice. Delegates were also advised to review probationary procedures to ensure they are up to date and effective, as well as providing training for managers to make sure they are aware of the need to effectively monitor performance during the initial six months of employment.
Four – Changes to ‘fire and rehire’
The concept of ‘fire and rehire’ hit the headlines in 2022 when P&O Ferries controversially dismissed around 800 employees without consultation. The story created a significant media storm, but P&O weren’t the first. Countless businesses adopt a similar approach, dismissing workers and then immediately rehiring them (or alternative staff) on worse terms and conditions.
The practice has been widely condemned by trade unions and politicians, so much so, that it has made its way into the Employment Rights Act 2025. From January 2027, the practice of ‘fire and rehire’ will, in general, be deemed as automatically unfair when used to force changes to core contract terms.
The team discussed the key rules and protections under the changes, including restricted variations, a fire and replace ban, strict financial exceptions and how these fit with broader reforms.
Five – HR considerations
In a day of far-reaching discussions and insight, the HR Forum also covered the topic of reasonable adjustments, with a particular emphasis on neurodiversity.
Under the UK Equality Act 2020, neurodivergence often qualifies as a disability, giving workers protection against discrimination and the right to reasonable adjustments.
The team discussed common workplace strategies, ranging from examples of reasonable adjustments, communication support, management and cultures, together with financial and practical support for employers.
With a number of legal changes coming into force over the next 12 months, there is a lot to consider as a HR professional. If you’d like to find out more about the event, or you’d like to speak in more detail about some of the topics covered during the HR Forum, contact Jack Harrington on jack.harrington@pannonecorporate.com