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Dear , Welcome to another edition of our newsletter. In this edition we bring you key updates relating to the Employment Rights Act 2025, which received Royal Assent in December 2025. This is a comprehensive set of reforms to update employment protections and expand workers' rights. The new rules start taking effect this year, however some are still subject to further consultation. Employers should be mindful of these anticipated changes and we are here to help you get up to date with the reforms needed and keep informed as the changes become clearer. |
| Employment Rights Act 2025What your business needs to know — updated February 2026 |
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Major changes are now rolling out through 2026 and into 2027. Now is the time to review your policies and procedures — we are here to help.
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| 18 December 2025 — The Employment Rights Act Received Royal Assent | | This is the most significant employment law reform in over a decade, with changes being phased in through 2026 and 2027. Visit our Employment Rights Tracker for the full timeline and details. |
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Dec 2025 – Minimum Service Levels Repealed
The Strikes (Minimum Service Levels) Act 2023 was repealed.
| | 18 Feb 2026 – Industrial Action Protections
Dismissal for taking lawful strike action is now automatically unfair. The 12-week protection limit is removed.
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6 April – Statutory Sick Pay Reform
SSP becomes payable from day one of sickness — the 3 waiting days are removed. The Lower Earnings Limit is also removed, extending eligibility to more employees.
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6 April – Day One Leave Rights
Paternity leave and ordinary parental leave become day-one rights — no qualifying service required. Family and leave policies must be updated before April.
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6 April – Bereaved Partners' Paternity Leave
Bereaved fathers and partners can take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child's life.
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6 April – Collective Redundancy Award Doubles
The maximum protective award doubles to 180 days' pay per employee (from 90) where collective consultation requirements are not met.
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6 April – Sexual Harassment – Whistleblowing Protection
Sexual harassment complaints gain whistleblowing protection status, giving employees stronger legal protection against dismissal or retaliation.
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6 April – Menopause & Gender Pay Gap Plans (Voluntary)
Voluntary action plans on gender equality and menopause support come into effect. Mandatory requirements for 250+ employee organisations follow in 2027.
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7 April – Fair Work Agency Established
A new enforcement body consolidating minimum wage, holiday pay, SSP, and labour exploitation enforcement. Ensure your pay practices are fully compliant.
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| 📅 Further Ahead — On the Horizon |
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| 🛡️ | Oct 2026 – Strengthened Harassment Prevention Duty |
| | 🕐 | Oct 2026 – Zero-Hours Contract Reforms |
| | ⚖️ | Oct 2026 – Employment Tribunal Time Limits Extended |
| | 💰 | Oct 2026 – Tightened Tipping Law |
| | 📋 | Jan 2027 – Unfair Dismissal Qualifying Period Reduced |
| | 🚫 | Jan 2027 – Fire and Rehire Restrictions |
| | 🤰 | 2027 – Enhanced Pregnancy & Maternity Protections |
| | 🕊️ | 2027 – Bereavement Leave & Further Rights |
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Is Your Business Ready? We are here to help. Start with our Employment Practices Risk Audit to identify exactly where action is needed. |
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Remember, you can read more detail on all of these changes on our Employment Rights Tracker on our website — updated regularly as the changes become clearer.
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Warm regards, Charlotte, Wendy, Manoj and Karen The Number 1 HR Consultancy |
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