Laura Wharton, Partner in the Employment team at JMW, explains how employers can prepare for the changes that will take effect in April 2026.
Q: When does the Employment Rights Act 2025 come into effect?
A: The Act received Royal Assent on 16 December 2025, but most provisions will not take effect immediately. Implementation is phased, with key measures expected to come into force between April 2026 and 2027, with some dates to still be confirmed following consultation and secondary legislation. April 2026 marks the first major set of changes to Statutory Sick Pay (SSP), day-one rights, statutory paternity leave and unpaid ordinary parental leave. October 2026 brings further reforms, including tighter restrictions on dismissal, strengthened duties to prevent harassment, including third-party harassment, and extended Employment Tribunal time limits. Further reforms are signposted for 2027.
Q: What changes will take effect in April 2026?
A: In April 2026 several significant reforms will be introduced. SSP will become payable from day one of absence, and the Lower Earnings Limit (LEL) will be removed, enabling many low‑paid and zero‑hours workers to qualify for SSP the first time. Paternity leave and unpaid parental leave will also become day one rights.
Additionally, the penalty will double for failing to carry out proper collective redundancy consultation, and disclosures of sexual harassment will fall within the scope of whistleblowing protection. April will also see the...
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