Employment Rights Bill now the Employment Rights Act 2025

In other words, it’s now law. However, as with most legislation, that doesn’t mean its measures have to be immediately complied with. Different parts of the Act have different implementation dates.

However, early 2026 is an important preparation window for the first sets of changes, which include:

From February 2026:

• Certain rules relating to strike action, notices and ballots will be simplified.

From April 2026:

• Statutory Sick Pay (SSP) will be available from day one of sickness absence and for low-paid workers.
• Statutory paternity leave and unpaid parental leave will become day one rights too.
• The ‘protective award’ (i.e. the maximum amount which can be awarded against an employer for failing to comply with statutory consultation obligations on collective redundancies) will be doubled.
• The new Fair Work Agency will be established, likely with greater powers and punishments for employers who don’t comply with the rules relating to minimum wage, sick pay and holidays.

There are still some elements of the reforms under consultation, which regulations made under the Act will implement at a later date. These include some trade union-related changes, statutory bereavement leave and enhanced maternity protections (see the December Bulletin).