PHARMACIES THAT
THE EMPLOYMENT RIGHTS SHAKE-UP
WHAT PHARMACY EMPLOYERS NEED TO KNOW
The UK’s Employment Rights Act 2025 represents the biggest shake-up to workplace law in a generation.
C
ommunity pharmacy will feel the impact. With new rules around dismissal,
working hours and employee protections rolling out over the next two years, pharmacy owners and managers will need to review contracts, policies and day-to-day workforce practices.
The legislation aims to strengthen worker protections and modernise employment rights, though it also raises important questions for employers managing already stretched teams. The key message for pharmacy leaders is simple, preparation now will make the transition far smoother.
Earlier protection from unfair dismissal One of the most significant reforms is a change to unfair dismissal rights. Under the new legislation, employees will gain protection after six months
44
scotpharm.com
of service rather than the current two-year qualifying period.
For pharmacy employers, this means recruitment decisions and probation processes will carry greater importance. Clear job descriptions, structured probation reviews and well-documented performance discussions will help ensure issues are addressed early and fairly.
The legislation will also remove the existing cap on compensation for successful unfair dismissal claims. That change increases the potential financial risk for employers who fail to follow proper procedures when managing staff concerns or terminations.
Greater focus on predictable work Another major theme of the Act is tackling insecure work patterns. Workers on variable or zero-hours
contracts who regularly work consistent hours may be entitled to move onto guaranteed-hours arrangements. In addition, employees will gain stronger rights around shift scheduling, including reasonable notice of shifts and compensation where shifts are cancelled at short notice.
In community pharmacy, where flexible staffing and locum cover are common, these changes may require careful rota planning and a review of employment agreements.
New rights from day one The legislation also expands several “day one” employment rights. Certain protections, including statutory sick pay and some family-related rights, will be available to employees from the start of their employment rather than after a qualifying period. This shift places greater emphasis on
clear onboarding processes and well-defined workplace policies from the outset.
Planning ahead The Employment Rights Act will be introduced in stages between 2026 and 2027, giving businesses time to adapt. Even so, pharmacy employers should begin preparing now. Reviewing contracts, updating HR policies and ensuring pharmacy managers understand the upcoming changes will help reduce risk and maintain a stable working environment.
For a sector already navigating workforce pressures and rising demand, staying ahead of these reforms will be essential. Pharmacies that prepare early will be far better positioned to support their teams while remaining compliant with the evolving employment landscape.
PREPARE EARLY WILL BE FAR BETTER POSITIONED TO SUPPORT THEIR TEAMS
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48
