Employment Rights Act 2025: Key points for ESOL practitioners
The Employment Rights Act 2025 introduces important changes affecting sessional tutors, hourly paid staff and ESOL providers.
Most changes will take effect during 2026–2027, with further detail still being finalised.
Full details are available via the ACAS and GOV.UK websites.
DISCLAIMER: By providing this information, NATECLA is raising awareness of a new legal requirement that will affect many of our members. This is general information only. Members and the wider ESOL community will need to carry out their own research and, where appropriate, seek professional or legal advice to understand how these changes apply in their own context.
NB: Please note most aspects of this legislation only apply within Great Britain (though the revised qualifying period for statutory sick pay is UK-wide). The Northern Ireland Department for the Economy has developed its own ‘Good Jobs’ Employment Rights Bill, which is currently awaiting Executive Approval.
For ESOL tutors - particularly those working on sessional (zero-hours) contracts:
Your rights will depend on your employment status (employee, sessional teacher, or self-employed)
You may be offered guaranteed hours if you regularly teach more than your contract states
You should receive more notice of classes, timetable changes and cancellations
You may be entitled to compensation for short-notice cancellations
You are protected from unfair treatment for requesting guaranteed hours or asserting your rights
Some rights (e.g. sick pay, parental leave) now apply from day one of employment
Protection from unfair dismissal is expected to begin after 6 months’ service (from 2027)
Further information
The following websites provide useful sources of additional information:
Government factsheet on Zero Hours contracts and how these will be affected by this new Act.
Disclaimer: This summary is for general guidance only. Legal requirements will depend on final regulations and individual circumstances.