How ready is the not-for-profit sector for the Employment Rights Act?
New research from CHRN, managed by WorkBuzz, reveals how charity HR teams are navigating the Employment Rights Act 2025, and where the real gaps still lie. Read the report.
The Employment Rights Act 2025 touches almost every corner of the employment relationship: sick pay, dismissal rights, sexual harassment duties, union access, and zero-hours contracts. For charity HR teams, often small, stretched, and without an employment lawyer on hand, it's a great deal to plan for alongside the day job.
This report, led by CHRN with support from partners WorkBuzz, Unison and Bateswells, sets out what 40 not-for-profit organisations told us about their readiness, their concerns, and what would help them feel more prepared.
Key Findings
100% of respondents said HR is leading the work, none described it as a Board-led, organisation-wide project.
62% are relying on free resources and how-to guides to steer their planning.
74% feel only somewhat prepared, just 26% describe their organisation as very prepared.
42% have no plans to assess the financial impact of changes to Statutory Sick Pay.
43% don't feel prepared at all to respond to a union access request.
67% plan to shorten probation periods in response to the unfair dismissal qualifying period reduction.
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WorkBuzz
"Whatever changes the Act brings to how your people are managed, hired, or supported, they'll be felt first and most directly by your people. It will be important to ensure you're listening to them, and that they feel heard, along the way."
