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THE NEW EDI EXPECTATIONS UNDER THE UK EMPLOYMENT RIGHTS ACT
The UK’s new Employment Rights Act raises the stakes for studios, and highlights why inclusive systems are becoming a legal as well as cultural necessity. Liz Prince – Business Manager of Amiqus, Founder of G Into Gaming and Co-Founder of Empower Up – takes a look…
M
any of us in the industry have spent years talking about inclusion and representation, and about building
workplaces where people feel supported and able to do their best work. But with the arrival of the Employment Rights Act 2025, these conversations are starting to take on a new level of importance. The Act introduces a broad range of reforms aimed at modernising UK workplaces and strengthening protections for employees. While many of the changes will roll out gradually over 2026 and 2027, it’s clear that employers are expected to take a more active role in creating fair, safe and accessible workplaces. One of the biggest changes is around harassment and workplace conduct. The legislation raises expectations on employers to take ‘all reasonable steps’ to prevent sexual harassment, while also bringing back liability for harassment carried out by third parties. In games, that is particularly relevant. Industry events, online spaces, networking and community interaction are all closely tied to how they operate.
It means that businesses can no longer
rely purely on reactive HR processes. A policy document sitting in a shared drive is unlikely to be enough on its own. Employers are expected to show they are actively working to prevent issues through training, reporting processes, management accountability and clear follow-up when concerns are raised.
30 | MCV/DEVELOP May/June 2026
The Act also strengthens protections connected to family life and caring responsibilities, including new day-one rights for paternity leave and parental leave, plus stronger protections for employees during pregnancy and after returning from family leave. Flexible working is also becoming more significant. Under the reforms, employers declining flexible working requests will face greater expectations around explaining why those requests cannot reasonably be accommodated.
For many employees – including
neurodiverse staff, disabled employees and those managing mental health conditions – flexibility is not simply a benefit or perk. It can be a vital part of creating an environment where people are able to work comfortably and effectively. Small adjustments around communication styles, working patterns, remote working or sensory considerations can make a meaningful difference. Another important area is the growing focus on equality planning and pay gap reporting for larger employers. Proposed requirements around gender pay gap action plans and wider equality reporting suggest a shift away from broad diversity statements towards clearer accountability and measurable action. Studios that have already invested in inclusive leadership, accessible HR systems and supportive workplace cultures will likely find themselves well positioned.
At Amiqus, we have many resources available to help, so please do get in touch via
liz.prince@
amiqus.com
The bigger challenge may be for organisations that have treated EDI as informal, optional or purely reputational. Without clear structures in place, businesses may struggle to respond consistently to complaints, support requests or changing legal expectations.
The good news is that this does not need to feel overwhelming. The most effective response is not panic, but preparation. That could mean reviewing policies, supporting managers with training, assessing recruitment and promotion pathways, improving support for parents and carers, or making sure neurodiversity and accessibility are considered within workplace communication and design.
Inclusive working practices should ultimately
strengthen studios rather than burden them. The Employment Rights Act 2025 simply raises the expectation that employers back up their values with meaningful action. For studios wanting to better understand the changes ahead further advice and insights are available via the Empower Up EDI platform – a joint not-for-profit venture between Amiqus and Ukie. The website offers a strong starting point for studios seeking guidance and, importantly, can signpost to the great organisations and initiatives in the industry that can provide more detailed or expert help. Find out more at
www.empower-up.com
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