It’s here!
More anticipated than the latest season of Stranger Things (by some), The Employment Rights Bill passed into law just before Christmas and is now the Employment Rights Act 2025. Thankfully the changes will be rolled out across this year and next but ALL employers will be affected by some at least some of its elements, so have a read and maybe save this post!
The timeline is below, here goes:
When: February 2026
What: Increased dismissal protection for industrial action
When: April 2026 changes
What: Paternity leave and unpaid parental leave
What: Sick pay
What: Collective redundancy protective award
What: Whistleblowing protections for sexual harassment
What: Gender pay gap and menopause action plans
What: Trade union changes
What: Fair Work Agency
And later in the year:
When: October 2026
What: Dismissal and rehire
What: Harassment
What: Tipping
What: Employment tribunal time limits
What: More changes to trade union rules
What: Public sector outsourcing ‘two-tier code’
Then into next year…
When: January 2027
What: Unfair dismissal
This is the biggie; protection from unfair dismissal will become a right after six months of being in a job. Currently, someone must have worked for their employer for two years before claiming unfair dismissal.
We don’t yet have dates for all of the changes due in 2027 as the government are still in consultations with the business community, on some of them, but they will be coming so it’s a good opportunity to get planning.
When: Throughout 2027 – dates to be confirmed.
What: Increased pregnancy and maternity rights
What: Bereavement leave
What: Zero-hours contracts
What: Compensation for cancelled shifts
What: Flexible working
What: Further harassment change
What: Mandatory gender pay gap and menopause action plans
What: Collective redundancy
What: More trade union changes
What: Regulation of umbrella companies
It’s a lot isn’t it! Do get in touch to discuss anything you may need help with.
