A huge congratulations to Evie for completing the Royal Parks Half Marathon on Sunday 11 October!
The Employment Rights Act (ERA) 2025 is one of the largest overhauls of employment law in a generation, delivering a wave of new rights for employees.
Sports organisations may be one of the most exposed sectors to the changes coming into force due to high turnover, large casual workforces and short-term contracts.
Changes to unfair dismissal
One of the key policies introduced in the Employment Rights Act 2025 (ERA) significantly reduces the qualifying period for legal protection against unfair dismissal.
Under current legislation, employees need two years’ continuous service before they can claim compensation for unfair dismissal.
From 1 January 2027, this qualifying period for protection will drop to six months.
Sports organisations often experience high staff turnover, with coaches, analysts and managers often on short fixed-term contracts.
This means that clubs have been able to rely on the two-year qualifying period as a protection against claims.
Aside from the shortened qualifying period, unfair dismissal tribunals will also not be limited to an upper threshold for compensation awards.
Where unfair dismissal compensation is currently the lower of £123,543 or 52 weeks’ pay, the monetary cap on tribunal compensation will be removed.
As elite clubs and governing bodies often employ individuals on large salaries, the unlimited scope of compensation for unfair dismissal could pose unique, sector-specific risks.
Third-party harassment
Employers will also be subject to stronger requirements to protect workers from harassment by third parties.
If an employer hasn’t taken ‘all reasonable steps’ to prevent harassment, they will be legally responsible.
Sports organisations often have many moving parts, including hospitality events, fans, sponsors and broadcasters, leading to many interactions with staff.
An added risk is the prevalence of online abuse directed at those in the sports sector, which isn’t limited to the players but also peripheral staff.
If the duty is to take ‘all reasonable steps’, there may be challenges for sports organisations to prevent harassment that often overlaps with personal and commercial activities.
Speak to a solicitor
As the ERA is forcing sports organisations to reassess their employment practices, legal advice is essential to prepare for the changes.
Our solicitors can review your current employment arrangements to ensure probation periods and performance management reflect the Act’s new measures.
In addition, we can help implement policies to ensure ‘all reasonable steps’ have been taken to protect employees from harassment by third parties.
Confused about what the changes may mean for your sports organisation? Speak to our solicitors for expert guidance on the Employment Rights Act (ERA) 2025.
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