Employment Rights Act 2025
The Employment Rights Act 2025 is widely being described as a generational shift in employment law.
While the scale of change can feel daunting, the key question for employers is a practical one: what should you actually be doing now to prepare?
The below sets out a clear, practical “to do list” to help you get ready for the changes ahead.
To do list:
April 2026 changes
| Paternity and Parental Leave | Statutory Sick Pay | Collective Consultation Award | Trade Union Recognition* |
| Check and Update Policy wording | Check and update contracts | Ensure all relevant stakeholders aware | Ensure you have practical understanding of union recognition |
| Make sure managers are aware of the change | Ensure you have robust return to work processes and apply consistently | Audit consultation processes | Review how you collectively engage with staff |
| Make sure your payroll system is ready |
*If you don’t already recognise a union.
To do list:
October 2026 changes
| Fire and Re-hire (will now take effect in January 2027) | Harassment Prevention | Industrial Relations | Tips Policy |
| Review timing of any planned changes | Undertake or review your risk assessment – ensure third parties covered | Prepare a written statement to issue to new starters | Put in place a review cycle |
| Review variation clauses in contracts | Make sure policies are up to date | Understand trade union access rights | Implement a process for consulting with staff |
| Refresh staff training |
Other actions
- Ahead of Unfair dismissal qualifying period change review and strengthen recruitment and probation practices and train managers.
- If you use zero hours/casual workers, start auditing arrangements and tracking work patterns and hours.
- If you use zero hours/casual workers consider taking part in the upcoming Government consultation on guaranteed hours.
