Employment Rights Act 2025

In December 2025, the Employment Rights Act came to fruition, making significant changes to the 1996 version and representing the UK’s largest changes to employment law in the window since.

With a number of changes set to be rolled out in stages over two years, the Employment Rights Act 2025 has brought new and unseen rights and responsibilities to employees across the UK.

So far, changes have covered areas such as Statutory Sick Pay (SSP), paternal rights and increasing protection against workplace harassment, with further changes to come.

Read on for details of the latest updates to UK worker rights and how your business can be prepared for them.

Changes from the Employment Rights Act 2025 will come into effect from:

• Jump to changes in April 2026.
• Jump to changes in October 2026.
• Jump to changes in December 2026.
• Jump to changes in January 2027.
• Jump to changes TBC in 2027.

Employment Rights Act – April 2026 measures

The first changes set out by the Act came into effect from 6 April 2026.

These included:

Changes to Statutory Sick Pay (SSP)

One of the most-publicised changes in the Act was changes to Statutory Sick Pay (SSP). Before this date, employees were subject to a three-day ‘waiting’ period at the start of a period of illness.

This meant that, during the first three consecutive days of illness absence, SSP was not payable.

Under the new Act, the waiting period has been abolished, so that SSP is paid from day one of an illness.

The Act also stipulated that SSP would be universally available; previously, workers would only qualify if they met or exceeded the ‘Lower Earnings Limit’ of earning £123 a week.

Now, every employee, regardless of income, hours or contract type, is eligible to receive Statutory Sick Pay from the first day of illness.

Improved protections against workplace sexual harassment

The Act also significantly increased protections against workplace sexual harassment, and those who disclose it.

Since April 2026, the reporting of sexual harassment has been classed as a qualifying disclosure under whistleblowing law, protecting victims from unfair dismissal and unfair treatment.

Workers who speak up and report sexual harassment are therefore automatically protected and shielded from disciplinary action, negative treatment or dismissal.

Improved paternal rights

Improved paternal rights also came into law in April 2026, with day-one Paternity Leave made a workers’ right. Previously, employees had to build up a year or more of continuous service to qualify for leave. Now, employees can give notice and take paternity leave from their first day on the job.

New fathers will also have the right to extend their paternity leave after shared parental leave.

The new legislation has also improved bereavement rights for fathers, partners and carers, who are now able to take up to 52 weeks of unpaid bereaved partner’s maternity leave if their child’s mother or primary adopter passes away.

Employee holiday record-keeping

From April 2026, employers across the country must also keep records of annual leave and holiday pay for at least six years.

Employment rights changes October 2026

The bill has also stipulated that the following changes are coming into effect from October 2026:

Protection against harassment at work

October will see an extension of the new law protecting workers from harassment. From October 2026, employers will be liable in the event that a staff member is harassed by a third-party – such as a customer, contractor or client – provided that the employer failed to take all reasonable preventative steps.

Employers will also be legally obligated to consider workplace harassment and discrimination risks in policies and training from this date onwards.

Tipping policies

Tipping will also change in October 2026. Employers will have to consult with workers or their representatives before creating a tipping policy. Every establishment’s tipping policy must also be updated or reviewed every three years.

Employment tribunal extension

From October 2026, there will also be an extension of the time limit relating to an employment tribunal. At present, the time limit for most tribunal claims is three months, though from October this will be extended to six months.

Strengthened trade union and strike action prevention

The October 2026 provisions also include strengthened protection for trade union members and striking workers. The Act prevents workers from receiving unfavourable treatment for participating in strike action, while employers are expected to make employees aware that they have the right or ability to join a union in the first place.

Employment Rights Act – December 2026 measures

From December 2026, one change will happen, specific to the seafaring industry.

Beginning in December 2026, UK worker rights for seafarers will increase, with higher standards around health and safety, pay, job security and rest breaks.

Employment Rights Act – January 2027 measures

Unfair dismissal

From 1 January 2027, UK employment rights will be extended in order to protect new employees from being dismissed during their initial time working at a company.

At present, employees must work for their employer for two years before being able to claim for unfair dismissal. Starting from January 2027, that figure will drop to six months.

The compensatory limit for awards related to unfair dismissals will also be removed from the same date.

Protections against firing and rehiring

Employees who are fired before being rehired on worse terms or lower wages will automatically be seen as unfair dismissals from 1 January 2027.

This process of ‘firing and rehiring’ will no longer be permitted, lest the employee in question could open a claim for unfair dismissal.

Employment Rights Act – further 2027 measures (dates TBC)

There are also a number of further employment rights changes expected to take place at some point in 2027, though the exact dates of these changes may be subject to consultation.

Increased rights for pregnancy and maternity

Alongside the existing increase in paternity rights, the UK government is expected to strengthen protections against dismissal for pregnant workers and those returning from maternity leave at some point in 2027.

Bereavement leave

Expect 2027 to also usher in an extension of workers’ rights to claim extended, unpaid bereavement leave.

Shift cancellation compensation

Beginning later in 2027 (date TBC), workers will have the right to claim payment if their shift is cancelled, moved to another date or cut short by an employer.

Workers must also receive ‘reasonable notice’ of shifts and changes to shifts.

Zero-hours and low-hours contracts

At a time to be confirmed in 2027, workers on zero-hours and low-hours contract must be offered the right to guaranteed working hours, if they want them.

Flexible working changes

A slight change to flexible working law will also take place in 2027. Current good practice dictates that employees must grant a flexible working request – unless there is legitimate business reasoning not to – from a list of eight acceptable reasons.

However, starting from an unconfirmed date in 2027, this practice will become law. As part of this, employers must also explain why their request refusal is reasonable.

Voiding harassment NDAs

During 2027, restrictive NDAs (or gag orders) – aimed at stopping workers from disclosing sexual harassment when it might damage the business’ reputation – have also been voided.

Menopause action plans and gender pay gap action plans

Following the voluntary introduction of these plans in April 2026, menopause action plans and gender pay gap action plans will become mandatory at a not-yet-confirmed date in 2027.

Get UK employment rights advice

At Beecham Peacock, our employment law specialists are on hand to support businesses across the UK, helping employers stay informed and up-to-date with the latest employment law developments.

If you’re unsure about your rights, responsibilities and where you stand, give us a call today on 0191 535 0207 or contact us directly via our website.