Employment Rights Act 2025: Key Changes for Investment Managers and Financial Services Employers - Webinar

The Employment Rights Act 2025 introduces wide-ranging reforms to UK employment law, with important implications for investment managers and other financial services employers. The Act will affect how firms recruit, remunerate staff, manage probation, deal with underperformance, manage dismissals and assess litigation risk.

Sarah Mant and Matthew Middleton of Penningtons Manches Cooper LLP will outline the key changes under the Act and explain what they mean in practice for Investment Managers. Particular focus will be given to the new unfair dismissal regime, including the reduction of the qualifying period from two years to six months and the removal of the statutory cap on unfair dismissal compensation from January 2027. These changes are likely to be especially significant for firms employing senior executives, portfolio managers and other high earners whose remuneration may include bonus, deferred compensation, equity or long-term incentive arrangements. Changes are also coming in respect of the enhanced duties to prevent harassment, including by third parties.

Participants will be able to share their views in a 90-minute interactive training session and will gain a clear understanding of key reforms, the implementation timetable and the practical steps firms should be taking now.

• The Employment Rights Act 2025 is one of the most significant employment law reforms in recent years.
• The Act will change the risk profile for dismissals, particularly for highly paid employees and senior staff.
• The unfair dismissal qualifying period will reduce from two years to six months, meaning firms will have a shorter period in which to assess new hires and address performance concerns.
• The removal of the compensation cap for unfair dismissal claims will increase potential exposure, particularly where losses may include salary, bonus, deferred remuneration, equity or other incentive arrangements.
• Enhanced duties will also apply to firms and senior managers in relation to the prevention of harassment.
• The webinar will explain and allow an opportunity to discuss these changes and recommend practical steps for firms to take now to in readiness for the new rules.

• Outline of changes being introduced under the Employment Rights Act 2025 and the implementation timetable
• Unfair dismissal reform: six-month qualifying period and uncapped compensation
• Why the new unfair dismissal regime matters for investment managers and high-remuneration roles
• Practical guidance in relation to recruitment processes, probation periods and early-stage performance management
• Impact on remuneration structures
• Changes relating to harassment, equality and workplace protections
• What firms should be doing now

Sarah Mant, Managing Associate, Employment Team and Financial Regulatory Sector

Sarah advises both corporates and senior execs on a broad range of issues arising prior to, during, and beyond the end of employment. Her work spans a variety of industries but she has a particular focus on financial services. She regularly guides HR and senior management teams in the sector on legal developments and managing day-to-day challenges, sensitive situations and long-term strategic planning.  

Matthew Middleton, Associate, Employment Team and Financial Regulatory Sector

£95.00 + VAT

Pay using a credit card online, or if you wish to be invoiced please email your full details to: Training@theia.org

PLEASE NOTE: Full payment for the course must be made prior to the course commencement date.

• Any cancellation must be made in writing.
• For all cancellation received 15-30 days prior to the course start date, 50% of the course fee is still payable.
• No refund is given for a cancellation made 14 days or less prior to the commencement of a course.
• Transferring from one course to another is treated as a cancellation.
• You can substitute one delegate for another at no additional cost. In this instance, please give two business days’ notice.