Last updated: 28th January 2026

On 18th December 2025 the Employment Rights Act 2025 became law, introducing a significant reform in UK worker employment rights taking place over the next 2 years.

Please note –

  • This does not replace the Employment Rights Act 1996, it runs in parallel
  • Employment Law for Northern Ireland is devolved, independent updates for NI are expected to be announced

Below we have outlined a timeline of the most significant changes (please refer to Employment Rights Act 2025: Factsheets for a more information).

  • No minimum length of service will be required before an employee can take Paternity Leave and Unpaid Parental Leave, this is now a day one right
  • Statutory Sick Pay (SSP) must now be paid from day one of sickness absence and the Lower Earnings Limit (LEL) for SSP has been removed, meaning all employees are entitled to SSP regardless of earnings
  • SSP should now be paid at either 80% of usual earnings or the current SSP rate – whichever is lowest
  • Reporting sexual harassment is now clearly protected under whistleblowing law
  • The maximum employment tribunal award that can be given if a business fails to comply with the collective redundancy protective will be doubled (up to 6 months pay)
  • Introduction of voluntary Gender Pay Gap and Menopause Action Plan publishing for large businesses (250+ employees), to become mandatory for large businesses in 2027
  • A single body “Fair Work Agency” will be established to enforce employment rights in the UK
  • ‘Fire and rehire’ – dismissing someone then rehiring them on a different contract (often with worse terms) is now classified as unfair dismissal
  • Businesses will be responsible for taking ‘reasonable steps’ to prevent harassment from third parties (e.g. customers or suppliers)
  • A change in wording around sexual harassment liability, the current law says employers must take ‘reasonable steps’ to prevent sexual harassment, from October 2026 it will be ‘all reasonable steps’ – this is to be defined in 2027
  • Employees will now have 6 months to make an employment tribunal claim (increasing from 3 months)
  • Employers must inform employees of their right to join a trade union
  • From January 2027, protection from unfair dismissal will become a right after 6 months of employment, a reduction from 2 years currently

The government has not confirmed when in 2027 the following changes will take place, details are subject to government consultations:

  • Strengthened protections against dismissal for pregnant workers and those returning from maternity leave
  • Those on zero-hours contracts will be entitled to guaranteed working hours (if wanted)
  • Employers will be obligated to pay employees for cancelled, rescheduled or shortened shifts
  • When rejecting a flexible working request, organisations will have to state the genuine business reason and explain why their refusal is reasonable

Further Resources

As part of BPMA membership, members have access to:

  • HR and legal advice helpline, 0116 274 9111 – quote your BPMA membership number
  • Online resource library with over 800 documents and templates covering HR, VAT, Health & Safety and Legal issues – please contact membership@bpma.co.uk to retrieve your login details

ACAS is the UK’s public body providing free and impartial advice on employment rights, best practice and policies.

This information is provided as general guidance only. Organisations should refer to the relevant legislative text to determine their full legal obligations.