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Employment Rights Act 2025 Hub

Last updated : May 2026

Employment Rights Act Roadmap 2026-2027. Clear, practical guidance to help employers understand what’s changing, when it’s happening, and how to prepare. Download today to see key milestones, compliance actions, and planning steps – so you can stay compliant, reduce risk, and avoid last-minute panic.

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Check out our latest blog: April employment law updates: what employers need to do (Employment Rights Act)

The Employment Rights Act 2025 marks one of the most significant reforms to UK employment law in decades. 

This hub provides a clear, practical overview of what’s changed from April 2026, what’s coming next, and what employers need to do to stay compliant. 

Subscribe to our newsletter to receive ongoing updates as further changes are confirmed.

Changes from 6 April 2026: what employers need to do now

On 6 April 2026, several key changes came into force with immediate implications for employers. These updates require action across policies, contracts, payroll and internal processes. 

  • Statutory sick pay (SSP)

SSP becomes a day one entitlement, with removal of waiting days and the lower earnings limit. Eligibility will also extend to zero-hours and part-time workers. 

👉🏼 Action: Update sickness absence policies, employment contracts and payroll settings 

  • Family leave changes 

Employees gain day one rights to paternity leave and unpaid parental leave, alongside a new right to paternity leave for bereaved partners. 

👉🏼 Action: Update paternity, parental, shared parental and bereavement policies  

  • Whistleblowing 

Sexual harassment becomes a qualifying disclosure under whistleblowing protections. 

👉🏼 Action: Review whistleblowing policies and internal reporting processes 

  • Redundancy risk 

Protective awards for failure to collectively consult increase from 90 days to up to 180 days’ pay per affected employee, significantly increasing financial risk. 

👉🏼 Action: Ensure collective redundancy processes are robust and compliant 

  • Fair Work Agency 

A new enforcement body is being introduced, with increased focus on holiday pay compliance, record keeping and enforcement of statutory rights. 

👉🏼 Action: Ensure records, holiday calculations and processes are accurate and up to date 

  • Tribunal and financial exposure 

Unfair dismissal compensation cap increases to £123,543 . Statutory cap on a week’s pay increases to £751.

👉🏼 Action: Review risk exposure and ensure processes are aligned 

  • Payroll updates 

National minimum wage and statutory pay rates are increasing. 

👉🏼 Action: Ensure payroll is updated and applied correctly from 6 April  

Taking action now will help reduce risk, ensure compliance and avoid more complex issues further down the line. 

👉🏼 If you’d like support reviewing or implementing these changes, get in touch with us at hello@hr-surgery.co.uk 

What’s coming next: 2026–2027

Following the April 2026 changes, further reforms under the Employment Rights Act will be introduced in phases throughout 2026 and 2027. These include: 

  • Fairer contracts for zero-hours and shift workers, including more predictable working patterns and compensation for cancelled shifts 
  • Tighter restrictions on fire and rehire practices 
  • Reduction in the unfair dismissal qualifying period from two years to six months (expected from 2027) 
  • Stronger protections against harassment, including third-party harassment 
  • Changes to trade union access and collective bargaining rules 

While not all of these changes are in force yet, early preparation will make implementation significantly easier. 

What this means for employers 

These reforms will require employers to review and update key areas of their business, including: 

  • Employment contracts and terms of employment 
  • Sickness and absence policies 
  • Family leave policies 
  • Whistleblowing and anti-harassment procedures 
  • Redundancy and dismissal processes 
  • Payroll and HR systems 
  • Manager capability and training 
  • Employee communication and engagement 

As the qualifying period for unfair dismissal reduces and employee rights expand, getting the fundamentals right from day one will become increasingly important. 

How we can help 

At HR Surgery, we support businesses with practical, commercially focused HR advice that works in the real world. 

We can help you: 

  • Review and update contracts and policies 
  • Ensure your processes are compliant and consistent 
  • Support managers with training and guidance 
  • Implement changes in a practical, manageable way 

Many of our clients choose ongoing support so we can manage each phase of the legislation with them as changes come into force, rather than needing to revisit this separately each time. 

👉🏼 If you’d like to understand what these changes mean for your business, get in touch at hello@hr-surgery.co.uk  

What happens next? 

While the Act has now received Royal Assent, many of its practical effects will depend on further regulations and guidance. 

This includes: 

  • Which measures require secondary legislation 
  • Which changes take effect immediately 
  • Which have fixed future start dates 
  • Which will be introduced through phased commencement 

👉🏼 We’ll continue to keep this page updated as further detail is confirmed.