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Harry Abrams, Partner in Shoosmiths’ Employment practice group<\/p><\/div>\n
“These changes are generational and will massively impact employers moving forward. Employees will have significantly more protection (and from earlier) and the remedies available to them will be greatly expanded.”<\/p>\n
Jackson Barnes was first introduced to Harry at the recent CIPD Festival of Work, where he was speaking as part of Shoosmiths’ ongoing partnership with the CIPD:<\/p>\n
“Shoosmiths have an ongoing collaboration with the CIPD designed to develop a thought leadership series that looks at some of the challenges that lie ahead for the people profession, not only offering perspectives on how to prepare, but also how to maximise the opportunities that change presents. As part of that, I was privileged to speak at two recent CIPD events, being their Festival of Work and the Employment Law conference. You can read more about our collaboration with the CIPD here Future-focused HR<\/a>\u201d<\/p>\n After hearing Harry deliver a clear and informative explanation on how the Employment Rights Act would be impacting businesses, we wanted to dive deeper into what companies should expect, and how they can prepare.<\/p>\n When asked what he believed to be the most notable change, Harry highlighted the multi layered change to unfair dismissal law:<\/p>\n “For me, it is the two-pronged change to unfair dismissal law. From 1 January 2027, the service required to bring an unfair dismissal claim is reduced from 2 years to only 6 months. On top of this, the compensation for a claim which is currently set at the lower of \u00a3123,000 or 12 months’ gross pay is becoming entirely uncapped. In theory, an employee could claim damages for the whole period they have been unable to secure comparative employment. This means that the parameters around settlement discussions are in essence being broken down as there is no “high bar” that an employer can refer to in the hope to manage the employee’s expectations.”<\/p>\n Of the two changes, it is the removal of the compensation cap that carries the greater consequence, since it takes away the fixed ceiling employers have long relied on when negotiating settlements.<\/p>\n Unfair dismissal reform has attracted the most attention, so we asked Harry which change he felt was going under-recognised. He pointed to harassment:<\/p>\n “From October 2026, not only are employers now having to take ‘all reasonable steps’ to prevent sexual harassment in the workplace (an increase from the current requirement to take ‘reasonable steps’) but now employers will be liable for harassment by third parties to their employees if such harassment takes place ‘in the course of employment.’ What counts as ‘in the course of employment’ is one that will be open to some interpretation.”<\/p>\n What’s important to note is the added layer of third party harassment. Responsibility to protect your employees no longer is restricted to only protecting them from others you employ or engage , but it will now extend to protecting them from external parties too.<\/p>\n Harry works with a broad client base but has a particular interest in start-ups and fast growth companies, so when asked what he would advise these businesses, he offered a positive perspective:<\/p>\n “Be prepared and work with HR to implement these new changes. Try to see these changes as an opportunity to really put yourself as an employer of choice and to stand out from your competitors.”<\/p>\n He also shared a recent example of how he directly supported one of his start-up clients in preparing for the new legislation:<\/p>\n \u201cI did an Employment law 101 training session with their HR manager and management team explaining the key employment law principles they were likely to have to deal with. This helped empower the decision makers and management which not only protects the business but also helped it continue its momentum. We also did various case studies and role play around ‘Office banter’ to help understand what is legally and professionally acceptable.\u201d<\/p>\n For businesses unsure where to start, Harry pointed to three urgent actions:<\/p>\n “Review of probation review process (given the change to unfair dismissal rules), ensuring HR\/Managers are aware of the legal changes, and rolling out of appropriate policy and training regarding sexual harassment.”<\/p>\n And for those still feeling uncertain about what these changes mean for them, Harry says: “Speak to me! But there are also great resources via our Shoosmiths website (People & reward<\/a>), ACAS and the CIPD which can act as a starting point.\u201d<\/p>\n On what Shoosmiths offers beyond individual advice, he adds:<\/p>\n \u201cWe can help companies understand their legal obligations, how to implement processes to discharge them and how to respond if they are alleged to have breached them. We have expertise in all People matters including immigration, pension and employee incentive matters. We are also full service to our clients and so can assist on other workstreams such as corporate, commercial and real estate matters.\u201d<\/p>\n With thanks to Harry Abrams for sharing his expertise. For further guidance on these changes, Harry and the Shoosmiths Employment team are ready to help.<\/p>\n Harry Abrams \u2013 Harry.Abrams@shoosmiths.com<\/a><\/p>\n Shoosmiths – Shoosmiths | For What Matters<\/a><\/p>\n Visit Jackson Barnes Recruitment\u2019s website\u00a0www.jbrecruitment.co.uk<\/a>\u00a0to learn more about how we connect top commercial talent with world-class media and events organisations.<\/p>\n About Jackson Barnes Recruitment<\/strong><\/p>\n Jackson Barnes Recruitment delivers international recruitment solutions within the events, media, and publishing sectors. Jackson Barnes recruits Graduate to MD level in the following positions:<\/p>\n \u2022\u00a0Researcher<\/a><\/p>\n \u2022\u00a0Conference producer<\/a><\/p>\n \u2022\u00a0Event Marketing<\/a><\/p>\n \u2022\u00a0Sales \u2013 delegate, sponsorship & Business Development<\/a><\/p>\n \u2022\u00a0Event Manager<\/a><\/p>\n