Guide: What the Employment Rights Act means for your next career move in Life Sciences

The Employment Rights Act 2025 is the biggest change to UK employment law in decades, introducing new protections that will reshape the way employers recruit, onboard and retain talent. For professionals working across life sciences, pharmaceuticals, biotechnology, medical devices and healthcare communications, these changes are worth understanding before making your next career move.

While many of the reforms will be introduced in stages throughout 2026 and 2027, they already provide valuable insight into what candidates should expect from employers and the questions you should be asking during the recruitment process.

Earlier protection against unfair dismissal

One of the most significant changes is the reduction in the qualifying period for unfair dismissal protection. This means that from 1 January 2027, employees in the UK will gain protection after six months of service rather than having to wait for two years.

For candidates, this means greater security when joining a new organisation. Starting a new role always carries an element of risk, but this reform gives professionals more confidence to make career moves knowing that legal protections arrive much sooner.

To meet expectiations of new employees, hiring organisations should have structured onboarding, regular probation reviews and clearly defined performance objectives throughout those first six months. Therefore, during an interview process, it’s worth asking:

• How is probation structured?
• What support is available during onboarding?
• How is success measured in the first six months?
• How often will performance reviews take place?

Well-prepared employers should have clear answers to all of these questions. 

Greater protection against changes to your contract

The Act also significantly restricts the practice of “fire and rehire”, where employees are dismissed and offered re-employment on less favourable terms. From 2027, this will only be permitted in very limited circumstances where employers can demonstrate genuine financial necessity.

For professionals considering a move, this provides greater reassurance that the terms you accept when joining an organisation are less likely to change unexpectedly after you’ve started.

Day-one Statutory Sick Pay

As of April 2026, Statutory Sick Pay is payable from the first day of illness, removing the previous waiting period.

Although many employers within life sciences and healthcare sectors already offer enhanced sick pay, understanding the difference between statutory entitlement and company benefits remains an important part of evaluating any offer.

Reviewing policies around sickness, wellbeing and employee support can often provide a useful indication of an organisation’s culture.

What these reforms say about employers

Perhaps the biggest takeaway isn’t simply the legislation itself – it’s how employers respond to it. Businesses investing in structured onboarding, transparent performance management, competitive benefits and strong people practices are likely to adapt smoothly. Those changes often reflect organisations that already place a high value on employee experience. If you’re considering your next move, understanding both the opportunity and the employer has never been more important.

When discussing a potential opportunity, don’t be afraid to ask questions about:

• Onboarding and induction programmes
• Probation and performance reviews
• Learning and development opportunities
• Flexible and hybrid working policies
• Employee wellbeing initiatives
• Career progression frameworks

The answers can tell you just as much about an employer as the job description itself.

Making your next move with confidence

The Employment Rights Act is ultimately designed to improve fairness and transparency in the workplace.

For candidates, it’s another reminder that choosing your next employer is about more than salary alone. Company culture, leadership, career development and employee support all play an important role in long-term job satisfaction.

At Carrot Recruitment, we work closely with leading organisations across life sciences and healthcare, giving us insight into the employers that invest in their people and create environments where talented professionals can thrive.

This article is intended for general information only and should not be considered legal advice. If you require guidance on your individual employment circumstances, you should seek independent legal advice.

Debbie Anderson

Founding Director