UK updates employment laws on unfair dismissal and compensation
英國更新關於不公平解僱及賠償的勞工法規
更新於: 2026年6月19日 上午02:15
The UK government has introduced major changes to employment law through the Employment Rights Act 2025, significantly altering how businesses handle dismissals.
英國政府透過《2025年就業權利法》(Employment Rights Act 2025)，針對就業法規進行了重大修訂，大幅改變了企業處理裁員的方式。
Starting January 1, 2027, the qualifying period for employees to claim unfair dismissal will drop from two years to just six months.
自2027年1月1日起，員工申請不公平解僱索賠的資格期，將從兩年縮短至僅六個月。
This means workers will gain legal protection much faster than before.
這意味著勞工將比以往更快獲得法律保障。
Furthermore, the government is abolishing the statutory cap on compensatory awards for unfair dismissal.
此外，政府將廢除不公平解僱賠償金的法定上限。
Previously, payouts were limited to a set maximum, but tribunals will now base compensation on an employee's actual financial loss, mirroring the approach taken in discrimination cases.
過去，賠償金額設有固定上限，但未來法庭將根據員工的實際財務損失來計算賠償，採取與歧視案件相同的方式。
These reforms aim to discourage employers from treating unfair dismissal costs as a routine business expense.
這些改革旨在勸阻雇主將不公平解僱的成本視為例行性業務開銷。
For companies, this creates higher legal and financial risk.
對企業而言，這創造了更高的法律與財務風險。
Experts advise that organizations must now emphasize rigorous performance management and thorough documentation from the very start of an employee's tenure, as the long-standing two-year buffer is disappearing.
專家建議，組織現在必須從員工入職之初，就強調嚴格的績效管理與徹底的書面記錄，因為長久以來作為緩衝的兩年期保障即將消失。
These updates are part of a broader series of labor law reforms being rolled out across 2026 and 2027 to modernize the workplace, including the upcoming establishment of a new Fair Work Agency.
這些更新是2026年與2027年期間陸續推動的一系列勞動法改革的一部分，旨在實現職場現代化，其中包括即將成立的新機構「公平工作署」(Fair Work Agency)。
