{"id":9765,"date":"2026-06-05T14:43:44","date_gmt":"2026-06-05T14:43:44","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9765"},"modified":"2026-06-05T14:43:47","modified_gmt":"2026-06-05T14:43:47","slug":"ley-de-derechos-laborales-de-2025-guia-practica-para-empresarios","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/es\/perspectivas\/ley-de-derechos-laborales-de-2025-guia-practica-para-empresarios\/","title":{"rendered":"Ley de Derechos Laborales de 2025: una gu\u00eda pr\u00e1ctica para empleadores\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">The Employment Rights Act 2025&nbsp;represents&nbsp;one of the most significant changes to UK <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/servicios-de-derecho-laboral\/\">employment law<\/a> in recent years. The Act became law on 18 December 2025 and <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/puede-un-testamento-anular-mis-acuerdos-anteriores\/\">will<\/a> introduce a wide range of employment law changes during 2026 and 2027.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, this is not simply a legal update. It also involves <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/entender-los-prestamos-puente-una-red-de-seguridad-para-los-prestatarios-necesitados\/\">understanding<\/a> how the changes will affect contracts, policies, recruitment, <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/bajas-por-enfermedad-discapacidad-y-adaptaciones-razonables-una-guia-practica-para-empleadores\/\">sickness<\/a> absence, family leave, dismissals, redundancies, harassment prevention, workplace&nbsp;culture&nbsp;and day-to-day management <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/pueden-las-empresas-con-un-administrador-y-estatutos-tipo-tomar-decisiones-validas\/\">decisions<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Some changes have already taken effect. Others are due to come into force later in 2026 and during 2027,&nbsp;potentially&nbsp;impacting&nbsp;the <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/partido-del-trabajo-reformas-de-la-legislacion-laboral-2024\/\">labour<\/a> market. The <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/respuesta-del-gobierno-a-la-morosidad-de-los-alquileres-comerciales-de-covid\/\">Government<\/a> has confirmed that the reforms are being introduced gradually so that employers,&nbsp;businesses&nbsp;and workers have time to plan and prepare.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En este art\u00edculo se analizan los aspectos clave que los empresarios deben tener en cuenta y las medidas pr\u00e1cticas que las empresas pueden adoptar ahora mismo para prepararse.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>\u00bfQu\u00e9 es la Ley de Derechos Laborales de 2025?<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La Ley de Derechos Laborales de 2025 introduce nuevas disposiciones y modificaciones en la legislaci\u00f3n laboral vigente, incluida la Ley de Derechos Laborales de 1996. Los cambios son de amplio alcance y afectar\u00e1n a muchos \u00e1mbitos de la relaci\u00f3n laboral, desde el inicio de la relaci\u00f3n laboral hasta el despido y los litigios posteriores a la extinci\u00f3n de la misma.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The reforms include changes to <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/asesoramiento-sobre-molestias-legales-para-propietarios-y-agentes-de-la-administracion\/\">statutory<\/a> sick pay, family leave, <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/despido-improcedente-2\/\">unfair dismissal<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/posible-reforma-de-las-prorrogas-de-los-contratos-de-arrendamiento-y-del-derecho-de-propiedad-colectiva-en-el-marco-del-proyecto-de-ley-de-reforma-de-los-contratos-de-arrendamiento-y-propiedad-horizon\/\">collective<\/a> <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/redundancia\/\">redundancy<\/a> consultation, <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/denuncia-de-irregularidades\/\">whistleblowing<\/a>, <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/acoso-sexual-en-el-trabajo\/\">sexual harassment<\/a>, zero-hours arrangements, trade union rights, fire and rehire practices, flexible&nbsp;working&nbsp;and employment tribunal time limits.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lo importante para los empresarios es que la ley no debe considerarse como un cambio puntual y aislado. Se trata de un programa de reformas que se est\u00e1 llevando a cabo por etapas.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should therefore avoid waiting until <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/the-renters-rights-act-2025-what-every-landlord-needs-to-know\/\">every<\/a> detail has been finalised before&nbsp;taking action. Many businesses will need time to review contracts, policies, handbooks, HR&nbsp;processes&nbsp;and management training.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>\u00bfPor qu\u00e9 deber\u00edan los empresarios tomarse en serio la Ley de Derechos Laborales?<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hay varias razones por las que los empresarios deber\u00edan tomarse en serio la Ley de Derechos Laborales.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, there is the legal risk. The Act will increase employee <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/derechos-y-proteccion-de-los-accionistas-minoritarios\/\">protections<\/a> in several&nbsp;important areas. If employers continue to rely on outdated contracts,&nbsp;policies&nbsp;or management processes, this may increase the risk of grievances,&nbsp;disputes&nbsp;and employment tribunal <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/reclamaciones-por-deterioro-guia-para-propietarios-de-viviendas-privadas\/\">claims<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Secondly, there is a management risk. Managers may make decisions based on old assumptions <a href=\"https:\/\/rfblegal.co.uk\/es\/acerca-de-nosotros\/\">about<\/a> qualifying service, sick pay, family leave, probationary periods, dismissal&nbsp;risks&nbsp;or redundancy obligations. Those assumptions may no longer be safe.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En tercer lugar, existe una oportunidad comercial. Las empresas que se preparen con antelaci\u00f3n pueden reducir el riesgo, gestionar el cambio de forma m\u00e1s eficaz y demostrar que est\u00e1n adoptando un enfoque proactivo en las relaciones laborales, especialmente en lo que respecta a los trabajadores de agencias.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Acas ha calificado la ley como un \u201ccambio que se produce una vez en una generaci\u00f3n\u201d en la legislaci\u00f3n laboral y como una oportunidad para que los empresarios y los trabajadores mejoren las relaciones laborales y la vida laboral.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>\u00bfQu\u00e9 ha cambiado ya?<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/rfblegal.co.uk\/es\/wpcode\/temporary-phone-number-overwrite-for-immigration-pages\/\">number<\/a> of&nbsp;changes have already started to take effect.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Desde 6 <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/uk-company-law-reforms-from-april-2026-what-businesses-and-directors-need-to-know\/\">April<\/a> 2026, key reforms include changes to statutory sick pay, day-one paternity leave and unpaid parental leave, strengthened whistleblowing protection where workers report sexual harassment, and a doubling of the&nbsp;maximum&nbsp;protective award in collective redundancy cases. The Fair Work Agency was also&nbsp;established&nbsp;on 7 April 2026.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Estos cambios implican que las empresas ya deber\u00edan estar revisando su documentaci\u00f3n y sus pr\u00e1cticas actuales.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por ejemplo, las pol\u00edticas sobre bajas por enfermedad deben revisarse a la luz de la nueva normativa sobre la prestaci\u00f3n por enfermedad. Las pol\u00edticas sobre permisos familiares deben actualizarse. Los procesos de despido deben revisarse minuciosamente, sobre todo en los casos en que puedan surgir obligaciones de consulta colectiva. Las pol\u00edticas sobre denuncia de irregularidades, acoso y reclamaciones tambi\u00e9n deben revisarse para garantizar que reflejen las nuevas medidas de protecci\u00f3n.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Subsidio por enfermedad previsto en la legislaci\u00f3n<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">One of the key changes is to statutory sick pay. The Government timetable confirms that changes taking effect on 6 April 2026 include <a href=\"https:\/\/rfblegal.co.uk\/es\/base-de-conocimientos\/destitucion-de-un-accionista-minoritario\/\">removing<\/a> the lower earnings limit and waiting period for statutory sick pay.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is important for employers because sickness absence processes, <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/pay-compliance-minimum-wage-and-payroll-deductions-a-practical-guide-for-employers\/\">payroll<\/a> systems, absence&nbsp;policies&nbsp;and manager guidance may all need to be updated.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Los empleadores deber\u00edan tener en cuenta lo siguiente:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si las pol\u00edticas sobre bajas por enfermedad reflejan fielmente la normativa vigente en materia de prestaci\u00f3n por enfermedad;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si se han actualizado los sistemas de n\u00f3minas;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si los responsables comprenden en qu\u00e9 casos se debe abonar la prestaci\u00f3n por enfermedad prevista por la ley;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/contratos-de-trabajo\/\">employment contracts<\/a> o <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/manuales-del-personal-politicas-y-procedimientos\/\">staff handbooks<\/a> need amendment\u00a0in light of\u00a0the new code of\u00a0pratice;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si los procedimientos de gesti\u00f3n de las ausencias siguen siendo adecuados.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This is also a good opportunity for employers to review how sickness absence is managed more generally, including return-to-work meetings, medical <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/seccion-28-el-creciente-uso-de-pruebas-pregrabadas-en-los-juicios-penales-parte-2\/\">evidence<\/a>, occupational health referrals, reasonable&nbsp;adjustments&nbsp;and long-term absence processes.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Permiso de paternidad y permiso parental no remunerado<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">El calendario del Gobierno confirma que el permiso de paternidad desde el primer d\u00eda y el permiso parental no remunerado entraron en vigor el 6 de abril de 2026.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Esto significa que las empresas deben comprobar si sus pol\u00edticas de permisos familiares est\u00e1n actualizadas. Es posible que haya que modificar aquellas pol\u00edticas que a\u00fan hagan referencia a per\u00edodos de carencia anteriores.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las empresas tambi\u00e9n deben asegurarse de que los equipos de recursos humanos y los responsables comprendan los cambios legislativos relacionados con los derechos laborales. Actualizar las pol\u00edticas es \u00fatil, pero no basta si los responsables que tramitan las solicitudes siguen aplicando las normas antiguas.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las cuestiones relacionadas con los permisos familiares pueden convertirse r\u00e1pidamente en temas delicados. Las empresas deben asegurarse de que los empleados reciban informaci\u00f3n precisa y de que las solicitudes se tramiten de forma coherente.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Riesgo de despido colectivo<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La ley tambi\u00e9n aumenta el riesgo para los empresarios que incumplan sus obligaciones en materia de consulta colectiva.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El calendario del Gobierno confirma que, a partir del 6 de abril de 2026, se duplicar\u00e1 la indemnizaci\u00f3n m\u00e1xima por despido colectivo. Esto aumenta considerablemente el riesgo financiero en caso de que las empresas no lleven a cabo la consulta colectiva de forma adecuada.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is particularly important for employers considering <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/despidos-y-reestructuracion\/\">restructuring<\/a>, site closures, cost-cutting exercises, changes to working arrangements or large-scale redundancies.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Los empleadores deber\u00edan tener en cuenta lo siguiente:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>whether proposed dismissals may trigger collective consultation obligations\u00a0under the new employment rights <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/la-ley-de-derechos-de-los-inquilinos-que-cambios-ha-introducido-el-trabajo\/\">bill<\/a>;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si se han evaluado las cifras y los periodos de tiempo correctos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si se ha identificado correctamente a los empleados afectados;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si es necesario elegir a los representantes;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si la consulta se ha iniciado con la suficiente antelaci\u00f3n;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si se ha facilitado la informaci\u00f3n adecuada;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si se han barajado de verdad alternativas al despido.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Redundancy is already an area where employers can easily make <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/una-victoria-para-la-equidad-procesal-oxford-business-college-gana-la-revision-judicial-contra-el-departamento-de-educacion\/\">procedural<\/a> mistakes. Increased protective award exposure makes early legal advice even more important.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Acoso sexual y denuncia de irregularidades<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La ley tambi\u00e9n refuerza la protecci\u00f3n de los trabajadores que denuncian casos de acoso sexual. El calendario del Gobierno confirma que, a partir del 6 de abril de 2026, se ha reforzado la protecci\u00f3n de los trabajadores que denuncien casos de acoso sexual.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En octubre de 2026 tambi\u00e9n est\u00e1n previstos otros cambios, entre los que se incluyen la obligaci\u00f3n de que los empresarios adopten \u201ctodas las medidas razonables\u201d para prevenir el acoso sexual y la introducci\u00f3n de la obligaci\u00f3n de que los empresarios no permitan el acoso a los trabajadores por parte de terceros.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se trata de un problema importante para los empresarios.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las empresas no deber\u00edan esperar a que se produzca una queja para revisar su enfoque. Deber\u00edan plantearse si:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>una pol\u00edtica contra el acoso actualizada;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>canales de comunicaci\u00f3n claros;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>formaci\u00f3n de directivos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>formaci\u00f3n del personal;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>procedimientos de investigaci\u00f3n adecuados;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>evaluaciones de riesgos relacionadas con el acoso por parte de terceros;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>registros claros de las medidas preventivas adoptadas.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">La expresi\u00f3n \u201ctodas las medidas razonables\u201d es importante. Es posible que los empresarios tengan que demostrar no solo que contaban con una pol\u00edtica al respecto, sino tambi\u00e9n que adoptaron medidas concretas para prevenir el acoso.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Despido improcedente y per\u00edodos de prueba<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Uno de los cambios m\u00e1s importantes que se avecinan tiene que ver con el despido improcedente.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El calendario del Gobierno confirma que, en enero de 2027, el per\u00edodo de antig\u00fcedad exigido para que un despido se considere improcedente se reducir\u00e1 a seis meses para los despidos que se produzcan a partir del 1 de enero de 2027, y que las indemnizaciones compensatorias dejar\u00e1n de tener un l\u00edmite m\u00e1ximo.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Esto tendr\u00e1 un impacto importante en la forma en que las empresas gestionan los per\u00edodos de prueba, los problemas de rendimiento y los despidos en las primeras fases del contrato.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las empresas que hasta ahora se basaban en el per\u00edodo de prueba de dos a\u00f1os tendr\u00e1n que ser mucho m\u00e1s cautelosas. Ser\u00e1 cada vez m\u00e1s importante gestionar adecuadamente las evaluaciones del per\u00edodo de prueba, documentar los problemas de rendimiento, ofrecer comentarios claros y seguir un proceso justo antes de proceder al despido.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las empresas deber\u00edan plantearse revisar:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cartas de oferta;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>contratos de trabajo;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cl\u00e1usulas relativas al per\u00edodo de prueba;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>probation <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/actualizaciones-e-impugnaciones-de-la-reforma-de-la-prorroga-del-arrendamiento-enfranquiciamiento-colectivo\/\">extension<\/a> clauses;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-mercantil\/empleo-empresa\/gestion-de-empleados\/\">performance management<\/a> procedures;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>procedimientos de despido;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>formaci\u00f3n de directivos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>template probation review <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/guia-para-el-nuevo-ejercicio-financiero-para-que-los-documentos-juridicos-de-su-empresa-esten-al-dia\/\">documents<\/a>.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Un per\u00edodo de prueba bien gestionado cobrar\u00e1 mucha m\u00e1s importancia.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Despedir y volver a contratar<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">El calendario del Gobierno tambi\u00e9n confirma que las medidas de protecci\u00f3n contra el despido y la recontrataci\u00f3n entrar\u00e1n en vigor en enero de 2027.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is relevant where employers are&nbsp;seeking&nbsp;to change terms and <a href=\"https:\/\/rfblegal.co.uk\/es\/datos-del-cliente\/\">conditions<\/a> of employment and are considering dismissal and re-engagement as part of the process.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should approach contractual changes carefully. Where changes are needed, businesses should consider whether they can be achieved through <a href=\"https:\/\/rfblegal.co.uk\/es\/base-de-conocimientos\/necesito-un-acuerdo-de-accionistas\/\">agreement<\/a>, consultation, incentives, phased&nbsp;implementation&nbsp;or alternative proposals.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should avoid treating fire and rehire as a routine mechanism for changing terms. It is likely to become a higher-risk strategy and should only be considered after careful <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/hacer-testamento-y-planificar-el-futuro\/\">planning<\/a> and advice.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Contratos de cero horas y de horas garantizadas<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Further reforms are expected in 2027, including the introduction of the <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/el-derecho-de-adquisicion-preferente-claves-para-propietarios-e-inquilinos\/\">right<\/a> to guaranteed hours and the right to reasonable notice and short-notice payments.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This will be particularly important for employers who rely on casual workers, zero-hours arrangements, agency labour, bank staff, shift&nbsp;patterns&nbsp;or <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/flexible-working-and-day-one-family-rights-a-practical-guide-for-employers\/\">flexible<\/a> staffing models.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Las empresas deber\u00edan empezar a revisar:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>que trabaje con contratos de cero horas o en r\u00e9gimen de trabajo ocasional;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si los patrones de trabajo son realmente variables;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si los trabajadores tienen horarios predecibles de forma habitual;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>c\u00f3mo se ofrecen y se cancelan los turnos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si los contratos se ajustan a la realidad;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si los directivos comprenden los riesgos.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Para algunas empresas, esto puede suponer una revisi\u00f3n m\u00e1s amplia de la planificaci\u00f3n de la plantilla.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>La flexibilidad laboral y otros cambios futuros<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">El calendario del Gobierno tambi\u00e9n recoge otras reformas previstas para 2027 relacionadas con la flexibilidad laboral, una mayor protecci\u00f3n frente al despido para las mujeres embarazadas y las madres recientes, el permiso por fallecimiento \u2014incluida la p\u00e9rdida del embarazo\u2014, la regulaci\u00f3n de las empresas paraguas, los umbrales para los despidos colectivos, los acuerdos de confidencialidad y las relaciones laborales.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Estos cambios ponen de relieve la necesidad de que las empresas adopten un enfoque estructurado.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En lugar de abordar cada cambio por separado, las empresas deber\u00edan plantearse realizar una revisi\u00f3n m\u00e1s amplia del cumplimiento de la legislaci\u00f3n laboral. Esto puede incluir la revisi\u00f3n de los manuales del personal, los contratos de trabajo, las plantillas de recursos humanos, la formaci\u00f3n de los directivos y los procesos internos.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Pol\u00edticas y contratos: \u00bfqu\u00e9 deben revisar los empresarios?<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Se recomienda a los empresarios que revisen los siguientes documentos:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>contratos de trabajo;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cartas de oferta;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cl\u00e1usulas relativas al per\u00edodo de prueba;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pol\u00edticas sobre bajas por enfermedad;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pol\u00edticas de permisos familiares;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>procedimientos de despido por motivos econ\u00f3micos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>procedimientos disciplinarios;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>procedimientos de reclamaci\u00f3n;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pol\u00edticas de denuncia de irregularidades;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pol\u00edticas contra el acoso;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pol\u00edticas de igualdad de oportunidades;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pol\u00edticas de trabajo flexibles;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>zero-hours or casual worker <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/acuerdos-de-compra-de-acciones-de-qa\/\">agreements<\/a>;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/es\/base-de-conocimientos\/establecimiento-en-el-reino-unido\/\">settlement<\/a> agreement templates;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>manuales para el personal;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Notas orientativas para los responsables.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Lo fundamental es que las pol\u00edticas no deben limitarse a ser jur\u00eddicamente correctas. Tambi\u00e9n deben ser pr\u00e1cticas y poder ser aplicadas por los responsables en situaciones reales del lugar de trabajo.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Responsables de formaci\u00f3n<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Muchos de los riesgos derivados de la Ley de Derechos Laborales se producir\u00e1n porque los directivos no comprenden las nuevas normas.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por ejemplo, un responsable puede gestionar incorrectamente un despido durante el per\u00edodo de prueba, denegar una solicitud de permiso familiar, pasar por alto una denuncia por acoso, aplicar una norma obsoleta sobre bajas por enfermedad o iniciar un proceso de despido colectivo sin tener en cuenta el riesgo que supone la consulta colectiva.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por lo tanto, las empresas deber\u00edan plantearse impartir formaci\u00f3n a los directivos sobre:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>gesti\u00f3n del per\u00edodo de prueba;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>los procesos de evaluaci\u00f3n del rendimiento y de despido;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>baja por enfermedad;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>permiso familiar;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>prevenci\u00f3n del acoso;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>denuncia de irregularidades;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consulta sobre despidos por motivos econ\u00f3micos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>modificaciones contractuales;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>record <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/estar-al-dia-de-las-ultimas-novedades-juridicas-para-propietarios-y-agentes-de-la-propiedad-inmobiliaria\/\">keeping<\/a>;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cu\u00e1ndo recurrir a Recursos Humanos o solicitar asesoramiento jur\u00eddico.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Training can often prevent problems before they become grievances or <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/demandas-ante-los-tribunales-de-trabajo\/\">tribunal claims<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Errores habituales que cometen los empleadores<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Los empleadores deben prestar especial atenci\u00f3n para evitar los siguientes errores:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>suponiendo que la Ley de Derechos Laborales solo sea aplicable una vez que todas sus disposiciones hayan entrado en vigor;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>basarse en contratos de trabajo o manuales del personal obsoletos;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>no actualizar las pol\u00edticas sobre bajas por enfermedad y permisos familiares;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>considerar que los despidos durante el per\u00edodo de prueba suponen un riesgo bajo;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>no documentar los problemas de rendimiento durante el per\u00edodo de prueba;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sin tener en cuenta el mayor riesgo que entra\u00f1an los procesos de despido colectivo;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>no formar a los directivos sobre las nuevas normas;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>dar por sentado que basta con contar con una pol\u00edtica contra el acoso, sin formaci\u00f3n ni medidas preventivas pr\u00e1cticas;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>recurrir a la pr\u00e1ctica de despedir y volver a contratar sin la consulta ni el asesoramiento adecuados;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>no revisar los contratos de cero horas, los contratos de trabajo ocasional o los de horario variable;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>esperar a que surja un conflicto para pedir consejo.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Many disputes arise not because an employer intended to <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/que-hacer-si-su-inquilino-comercial-incumple-el-contrato-de-arrendamiento\/\">breach<\/a> the law, but because contracts, policies and management practices had not kept pace with legal change, particularly in relation to the employment rights bill.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Medidas pr\u00e1cticas para los empleadores<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Los empresarios deber\u00edan plantearse adoptar las siguientes medidas desde ahora mismo:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Revisar los contratos de trabajo y los manuales del personal.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Actualizar las pol\u00edticas sobre bajas por enfermedad y la prestaci\u00f3n por enfermedad prevista por la ley.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Consulta las pol\u00edticas relativas al permiso de paternidad, al permiso parental no remunerado y a otros permisos familiares.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Revisar las cl\u00e1usulas relativas al per\u00edodo de prueba y los procesos de evaluaci\u00f3n de dicho per\u00edodo.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Formar a los responsables en materia de gesti\u00f3n del rendimiento y despidos en fase inicial.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Revisar las pol\u00edticas contra el acoso, de denuncia de irregularidades y de reclamaciones.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Valora si conviene actualizar la formaci\u00f3n sobre acoso sexual.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Revisar los contratos de cero horas, los contratos de trabajo ocasional y los de horario variable.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Revisar los procedimientos de despido colectivo y los riesgos relacionados con la consulta colectiva.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Check whether <a href=\"https:\/\/rfblegal.co.uk\/es\/servicios\/derecho-personal\/empleo-2\/acuerdos-transaccionales-y-negociaciones-sin-perjuicio\/\">settlement agreement<\/a> templates and NDA clauses need updating.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"11\" class=\"wp-block-list\">\n<li>Identify\u00a0which reforms affect the <a href=\"https:\/\/rfblegal.co.uk\/es\/perspectivas\/contratos-comerciales-qa\/\">business<\/a> most urgently.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"12\" class=\"wp-block-list\">\n<li>Pide asesoramiento antes de proceder a despidos, reducciones de plantilla, modificaciones contractuales o cuestiones delicadas relacionadas con las relaciones laborales.\u00a0\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Tomar estas medidas puede reducir el riesgo jur\u00eddico y ayudar a los empresarios a prepararse para la Ley de Derechos Laborales de una forma controlada y sensata desde el punto de vista empresarial.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>C\u00f3mo puede ayudarte Ronald Fletcher Baker<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/es\/\">Fletcher<\/a> Baker, our Employment <a href=\"https:\/\/rfblegal.co.uk\/es\/etiqueta\/equipo-de-litigios-dj\/\">Team<\/a> can help employers prepare for the Employment Rights Act by carrying out a practical review of existing contracts,&nbsp;policies&nbsp;and HR processes.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Esto puede incluir:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>revisar y actualizar los contratos de trabajo;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>actualizar los manuales del personal;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>elaborar pol\u00edticas laborales nuevas o revisadas;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>asesoramiento sobre la redacci\u00f3n de las condiciones del per\u00edodo de prueba y los procedimientos de despido;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>impartir formaci\u00f3n a los responsables;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>revisar los procesos relativos a las bajas por enfermedad y los permisos familiares;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>asesoramiento sobre despidos y consultas colectivas;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>elaboraci\u00f3n de pol\u00edticas contra el acoso y de protecci\u00f3n de los denunciantes;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>asesoramiento sobre los contratos de cero horas y las modalidades de trabajo ocasional;\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>apoyar a los empresarios en conflictos laborales y reclamaciones ante los tribunales de trabajo.\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">La estrategia m\u00e1s eficaz consiste en prepararse con antelaci\u00f3n. Las empresas que esperan a que surja un problema pueden encontrarse con que sus documentos, procesos y decisiones de gesti\u00f3n ya est\u00e1n expuestos a riesgos que se podr\u00edan haber evitado.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Conclusi\u00f3n<\/strong>&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La Ley de Derechos Laborales de 2025 es una cuesti\u00f3n que los empresarios no pueden permitirse ignorar. Si no se gestionan adecuadamente, los cambios pueden dar lugar a reclamaciones, conflictos, un mayor riesgo de recurrir a los tribunales laborales y problemas de gesti\u00f3n que podr\u00edan evitarse. Si se gestionan correctamente, ofrecen a los empresarios la oportunidad de actualizar la documentaci\u00f3n, mejorar las pr\u00e1cticas en el lugar de trabajo y reducir los riesgos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La clave para los empresarios es actuar con antelaci\u00f3n, evitar las suposiciones y comprender qu\u00e9 cambios afectar\u00e1n m\u00e1s directamente a su organizaci\u00f3n.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En Ronald Fletcher Baker, nuestro equipo especializado en derecho laboral asesora a las empresas sobre contratos, pol\u00edticas laborales, despidos, despidos colectivos, bajas por enfermedad, permisos familiares, acoso, denuncia de irregularidades y reclamaciones ante los tribunales laborales. 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