The Employment Rights Act 2025 sets out a wide-ranging timetable for reform that continues into 2027. Alongside routine statutory updates, several significant changes will come into force from 6 April 2026, which may have a direct impact on your workforce and internal procedures.
Key changes include:
- Day-one rights for paternity leave and unpaid parental leave.
- SSP payable from day one, removing the waiting period and lower earnings limit.
- Increases to statutory rates for national minimum wage, family-related payments and SSP.
- Strengthened whistleblowing protections relating to sexual harassment.
- An increased protective award where an employer fails to collectively consult in redundancy situations.
- Reforms to trade union and industrial action processes, including enabling workplace and electronic balloting.
These reforms represent a significant shift in employment law and will require employers to update their handbook, policies and internal procedures to ensure they remain aligned with the new legal landscape.
We can support you throughout this transition by reviewing your existing documentation, identifying the necessary amendments, and ensuring your policies remain compliant as legislative changes take effect. Our team can also provide tailored guidance and training to ensure your teams are fully prepared for what lies ahead.
If you would like assistance reviewing your documentation, arranging training, or discussing how these changes may affect your organisation, we’re here to help. Please get in touch with us at employment@schofieldsweeney.co.uk.