The Employment Rights Act 2025 is reshaping the landscape for employers – but knowing what to do in practice isn’t always straightforward.
Our podcast ERA Explained cuts through the complexity, offering clear, practical insight to help you take action with confidence in implementing the key reforms.
S2 Ep2: ERA Explained | Third party harassment | Managing supplier relationships | S2 E2
In this episode of ERA Explained, Katherine Flower and Christy Baker discuss the new requirements for employers to prevent third-party harassment, focusing on the supplier relationship. They explore compliance with the new duty through the lens of corporate risk, discussing the approach to contractual terms, the importance of involving a multi-disciplinary team from across the organisation, assessing risk, securing senior sponsorship and parallels with similar, existing compliance regimes.
Click here to see all our previous episodes: Employment Rights Act | Podcast | Burges Salmon (https://www.burges-salmon.com/thinking/podcasts/era-explained-podcast/)
24 Sept 2026
S2 Ep1: ERA Explained | Anti-harassment reforms | Understanding the new employer requirements | S2 E1
In the latest episode of ERA Explained, we discuss the significant changes to workplace harassment protections coming into force on 30 October.
Featuring highlights from our recent webinar, the discussion covers the new requirement for employers to take all reasonable steps to prevent sexual harassment, the introduction of liability for third-party harassment, and forthcoming changes to the use of NDAs.
To explore the topic in more detail, you can watch the full webinar on our ERA Hub: Harassment Reforms 2026: What Employers Need to Know (https://www.burges-salmon.com/events/harassment-reforms-employers-webinar/).
15 Jul 2026
S1 Ep3: ERA Explained | Unfair dismissal changes | High risk dismissals and settlement strategies | S1 E3
In the third episode of our ERA Explained podcast, Kate Redshaw is joined by Katie Wooller and Luke Bowery to discuss how the removal of the compensation cap for unfair dismissal claims alongside the reduction in the qualifying period to six months might affect high risk dismissals.
This conversation explores where the change is likely to have the greatest impact, including senior executive exits, employees with complex remuneration packages and/ or valuable benefits, and cases involving the potential for longer-term loss. They also consider how employers may need to adapt their settlement strategies, strengthen dismissal processes, and take a more proactive approach to mitigation evidence in higher-value claims.
With practical insights on recruitment, performance management, contractual protections and settlement strategy, this episode offers timely and practical guidance for employers preparing for the changing unfair dismissal landscape.
8 Jul 2026
S1 Ep2: ERA Explained | Unfair dismissal changes | The changing role of the line manager | S1 E2
In the second episode of our ERA Explained podcast, Kate Redshaw and Katie Wooller discuss how the role of the line manager may need to change given the reduction in the qualifying period for unfair dismissal from two years to six months and the removal of the compensation cap.
In this bite-sized episode, they highlight the practical steps employers should be thinking about now – from strengthening recruitment processes and the active management of probationary periods through to documenting performance concerns, the risks around fixed-term contracts, and the need to upskill managers on what the changes mean for them.
1 Jul 2026
S1 Ep1: ERA Explained | Unfair dismissal changes | Managing probationary periods | S1 E1
In the first episode of our ERA Explained podcast, Kate Redshaw and Katie Wooller discuss how employers should approach probationary periods when the qualifying period for unfair dismissal drops from two years to six months on 1 January 2027. In this short, bite-sized episode, they also highlight the risks for employers, and the practical steps organisations should be thinking about now – from updating contracts and internal processes through to proactive management of senior hires.
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