Did you know that the Employment Rights Act 2025 became law on the 18th December 2025 and has been described as the largest reform to employees rights in a generation. It will bring around a suite of changes that employers will need to ensure they are up to date on. Major changes that are due to come into effect in April 2026 include:
- Changing the rules around the payment of statutory sick pay (SSP) meaning this will be payable from day one along with the removal of the Lower Earnings Limit so all employees will have access to SSP.
- Increasing the rights to paternity leave meaning this will become a day one right rather than needing a qualifying period.
- Increasing the rights to unpaid parental leave meaning this will become a day one right rather than needing a qualifying period.
- Increasing the rights to bereavement leave so that bereaved partner’s paternity leave becomes a day one right.
- Simplifying the trade union recognition process and introducing the ability to hold electronic workplace ballots in respect of industrial action.
- Extended definition of whistleblowing protections for those who make a disclosure in relation to workplace sexual harassment.
There are further changes to come in 2026 through to 2027 including the reduction in the unfair dismissal qualifying period to 6 months, further requirement to take ‘all’ reasonable requests to prevent sexual harassment and giving zero-hours and ‘low-hours’ workers a right to a guaranteed hours contract which reflects the hours they regularly work. There will also be further rights around flexible working and bereavement leave.
Please contact us for a review of your employment contract or staff policies and procedures to ensure you are protected against all current legislation as well as the upcoming changes.
