2026 UK Employment Law Changes
The Employment Rights Act 2025 is now law. Day-one sick pay, day-one paternity leave, and doubled redundancy penalties are already in force — and the biggest changes are still to come.
Key Topics Covered
14 sections covering every major change, with practical action steps for each.
Employment Rights Act 2025
The full phased timeline — what's already law and what's coming next
Day-One Statutory Sick Pay
SSP from the first day of absence with the lower earnings limit removed — in force since April 2026
Day-One Paternity & Parental Leave
Family leave rights from the first day of employment — in force since April 2026
Protective Award Doubled
Collective redundancy consultation failures now cost up to 180 days' pay per employee
Whistleblowing Protection
Sexual harassment reports are now protected disclosures
The Fair Work Agency
The new single enforcement body and what it means for SMEs
April 2026 Rates
New minimum wage, statutory pay, and tribunal compensation limits
October 2026: Harassment & Tipping
Third-party harassment liability, 'all reasonable steps', and tipping consultation
January 2027: Unfair Dismissal
Six-month qualifying period and removal of the compensation cap
January 2027: Fire and Rehire
Dismissal for refusing contract changes becomes automatically unfair
Why This Matters for Your Business
The Employment Rights Act 2025 is the biggest overhaul of UK employment law in a generation — and its first wave is already in force. Non-compliance means tribunal claims, enforcement action, and reputational damage.
- Statutory sick pay is now payable from day one of absence — payroll errors are compliance breaches today
- From January 2027, unfair dismissal rights kick in after six months — and compensation becomes uncapped
- From October 2026, you're liable for harassment of your staff by customers and clients unless you took all reasonable steps
- Includes a practical employer action checklist with priorities and timelines
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