The Employment Rights Act 2025 is already changing the UK employment law landscape. While many reforms are being introduced in stages across 2026 and 2027, a number of important employment law changes are already in force and are affecting employers, employees and HR teams now.
At Clifton Ingram, our specialist employment solicitors are here to help businesses and individuals understand what the latest UK employment law changes mean in practice. Whether you’re an employee looking to capitalise on your new rights or a business that needs to review its policies, we can ensure you receive practical, proactive support that protects your best interests.
This page focuses only on the measures that have already taken effect. It will be updated over time as further provisions come into force, making it a practical, up-to-date guide to the Employment Rights Act 2025 for both employers and employees.
Alison Gair, Head of Employment at Clifton Ingram, said: “The Employment Rights Act 2025 is being introduced in phases, which makes it especially important to distinguish between what is already in force and what is still to come. Employers need clear, practical advice on their current legal obligations, while employees need to understand the rights they can rely on today.”
What is the Employment Rights Act 2025?
The Employment Rights Act 2025 is a major package of UK employment law reform introduced as part of the government’s wider plan to strengthen workplace rights, improve enforcement and extend protections to more workers.
The reforms are not all effective at once. Instead, they are being brought in gradually, with key measures already having taken effect in December 2025, February 2026 and April 2026.
For employers, that means this is the right time to review:
- Contracts and Policies
- Disciplinaries and Dismissals
- Disputes and Tribunal Claims
- Redundancy / Restructuring
For employees, the changes may affect entitlement to leave, sick pay, protection when raising concerns and rights during workplace change.
Employment law changes already in force
Several provisions under the Employment Rights Act 2025 are now in effect. The most significant practical changes for most employers and employees are those introduced on 6 April 2026, along with the launch of the Fair Work Agency on 7 April 2026.
Day One Paternity Leave and Unpaid Parental Leave
From 6 April 2026, eligible employees became entitled to Paternity Leave and Unpaid Parental Leave from day one of employment. Previously, these rights depended on a qualifying period of service. Government guidance confirms that workers can now give notice for these rights from their first day in a new job.
This is an important change in family-friendly employment law. Employers should make sure that:
- Contracts and staff handbooks reflect the new rules
- HR systems are updated
- Managers understand that new starters may qualify immediately
- Internal processes for leave requests are consistent and legally compliant
For employees, the reform gives earlier access to important workplace rights at a key point in family life.
“Day one family rights are a clear reminder that employment law compliance has to be built into everyday HR practice. Outdated documents and inconsistent manager decisions can quickly create avoidable legal and employee relations issues,” Alison Gair noted.
Statutory Sick Pay changes
The Statutory Sick Pay (SSP) reforms that took effect on 6 April 2026 are among the most significant recent changes to UK employment law. The reforms removed the Lower Earnings Limit, removed the waiting period, and changed the rate so that SSP is paid at 80% of average weekly earnings or the flat statutory weekly rate, whichever is lower.
In practical terms, this means that more low-paid and part-time workers may now qualify for SSP, and SSP can be payable from the first full day of sickness absence.
As payroll and absence management systems may need updating, employers should review how contractual sick pay interacts with the new statutory rules.
These reforms are likely to be particularly important for employers managing short-term absence, workforce costs and sickness reporting procedures. They are equally important for employees who may previously have fallen outside the SSP regime.
Stronger collective redundancy protection
From 6 April 2026, the maximum protective award for failure to comply with collective redundancy consultation obligations doubled from 90 days’ pay to 180 days’ pay per affected employee.
This is a major development for employers considering restructures, workplace closures or larger-scale redundancies. The financial consequences of getting a collective consultation exercise wrong are now substantially more serious.
Employers involved in redundancy planning should take care to review internal policies, such as:
- Whether collective consultation obligations are triggered
- Consultation timing and communications
- HR1 notification requirements
- Internal selection and consultation processes
- Legal risk in relation to unfair dismissal and protective award claims
In a fast-moving commercial situation, early employment law advice can be critical.
Whistleblowing protection for sexual harassment reports
Another important change from 6 April 2026 is stronger whistleblowing protection for workers who report sexual harassment. Government guidance confirms that the law now strengthens protections for workers who “blow the whistle” on sexual harassment.
For employers, this increases the importance of having joined-up procedures covering grievances, anti-harassment or whistleblowing policies, manager training and investigations on workplace culture.
Complaints about sexual harassment can raise both employee relations and legal risk issues. Employers should be cautious about dismissing or mishandling concerns that may attract whistleblowing protection.
Bereaved Partner’s Paternity Leave
A new right to Bereaved Partner’s Paternity Leave also took effect on 6 April 2026. It allows eligible fathers and partners to take up to 52 weeks of paternity leave where the mother or primary adopter dies within the first year of the child’s life.
This is a sensitive area of employment law and one where employers need both legal accuracy and compassion in practice. Policies should be clear, workable and handled appropriately by managers and HR teams.
Fair Work Agency
On 7 April 2026, the Fair Work Agency was established. Government guidance says it brings together enforcement of key employment rights in one place, including areas such as National Minimum Wage, agency worker protections and gangmaster licensing.
For employers, the creation of the Fair Work Agency is an important enforcement development. It underlines the need for strong records, up-to-date policies and proactive employment law compliance. For employees, it reflects a wider shift towards clearer, more visible enforcement of workplace rights.
Alison Gair noted, “The direction of travel is clear. Employment rights enforcement is becoming more visible and more coordinated. Employers should use this moment to audit their documents, procedures and management practices before a problem turns into a tribunal claim or regulatory issue.”
Why do these employment law changes matter?
The Employment Rights Act 2025 is more than a technical legislative update. The reforms already in force affect the day-to-day operation of the workplace, from sick pay and parental leave to redundancy consultation and whistleblowing protection. Workers have more rights, so it’s up to their employers to ensure they’re adequately fulfilled.
For employers, the key risks include:
- Non-compliant employment contracts or staff policies
- Inconsistent HR decision-making
- Payroll and SSP errors
- Increased redundancy liabilities
- Mishandled harassment or whistleblowing complaints
- Greater enforcement scrutiny
For employees, the changes may create new opportunities to assert rights and challenge unfair treatment. Our experts can fight your corner fiercely if you’re being mistreated at work, following the Employment Rights Act 2025.
Speak to Clifton Ingram about employment law today
For clear, practical advice on employment law, employment rights, HR compliance, redundancy, Statutory Sick Pay, family leave or Employment Tribunal issues, speak to Clifton Ingram’s employment solicitors in Farnham, Reading and Wokingham, or send an email to info@cliftoningram.co.uk.