Employment Rights Act 2025: Key dates for employers

The first major changes introduced under the Employment Rights Act 2025 came into effect on Monday 6 April 2026, with further developments scheduled over the coming months.

Employers should ensure they remain compliant with employment law, particularly in light of changes affecting statutory sick pay, paternity leave, and collective redundancy protections. Taking a structured approach to reviewing contracts, policies, and internal processes will help businesses meet these new requirements and reduce the risk of issues arising later.

Below is a summary of the key employment law changes and when they are expected to come into force.

Key changes for April 2026

• Day 1 rights to paternity and parental leave
• Statutory Sick Pay eligibility widened
• Enhanced protection for whistleblowers
• Stronger safeguards in redundancy situations

Workplace framework updates:

• Changes to trade union recognition processes
• Voluntary introduction of menopause-related guidance
• Fair Work Agency established

Key changes expected in Summer 2026

• Electronic and in-person balloting expected to be introduced for trade union members

Key changes expected in October 2026

New employer responsibilities:

• Strengthened duty to prevent harassment
• Liability extended to third-party harassment
• Increased trade union access to workplaces
• Employment tribunal time limits to increase from 3 months to 6 months for all claims

Key changes expected during 2027

• Unfair dismissal qualifying period reduced to six months
• New restrictions on fire and rehire practices
• Gender equality action plans become mandatory

These changes mean employers should review their employment contracts, policies, internal procedures, and management training to ensure compliance.

For help with your preparations, please contact our employment team on 01904 558600 or Advice@Harrowells.co.uk.