The Employment Rights Bill is now the Employment Rights Act 2025. It became law in December 2025, introducing new protections for workers and updating existing rights for employers and staff alike. These are some of the biggest changes to UK employment law in decades.
Reaching People’s joint CEO, Sangeeta Patel said: “It’s critical for charities large and small to understand the changes, the timelines and what to do in readiness, so that we are legally compliant, protect our staff, safeguard our reputations, and ensure the continued confidence of our donors, stakeholders and the communities we support."
When the changes are happening
Already in force
Minimum service level rules for strike action have been removed.
Dismissal for taking part in industrial action will become 'automatically unfair'. This will remove the current 12-week limit for claiming unfair dismissal.
Trade union procedures (e.g., shorter notice periods, simpler ballots) are simplified.
6 April 2026
Big employer and worker rights changes have taken effect, including:
Day-one rights to paternity and parental leave.
Statutory sick pay from the first day of illness and removal of the lower earnings threshold.
Stronger whistleblowing protections (including for sexual harassment).
Doubling of redundancy consultation penalties.
Establishment of a new Fair Work Agency to enforce employment standards.
October 2026
Further protections include:
Banning unfair dismissal practices like fire-and-rehire.
Clearer harassment obligations (including third-party harassment).
Changes to tipping policies.
Longer time limits for employment tribunal claims (up to six months).
More trade union engagement rights.
2027
Key rights planned for 2027 include:
Unfair dismissal protection after six months of service (reduced from two years).
Guaranteed hours for workers on zero-hours contracts.
Rights for cancelled shifts, statutory bereavement leave, and further flexible working protections.
Mandatory gender pay gap and menopause action plans.
What to prepare for
For employers:
Review HR policies and contracts now- 2026 will bring significant changes to pay, leave, and dismissal rights.
Prepare managers for new sick pay, parental leave and harassment duties.
Plan for enhanced trade union engagement and compliance with extended tribunal timeframes.
For workers:
Know your rights- several protections (e.g., paternity leave, sick pay, dismissal protection) expand without long qualifying periods.
Employers will need updated policies in place before many changes take effect in April and October 2026.
To find out more about the impact and changes yet to come, watch the Employment Rights Act webinar.
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