With a raft of legislation scheduled for the next 12 months, People Management outlines the key changes and how to best prepare
19 December 2025
With the Employment Rights Act finally gaining royal assent as of yesterday (18 December), 2026 is set to be a defining year for employers.
Much of 2025 was marked by uncertainty for businesses as the employment rights bill slowly progressed through parliament, prompting significant debate and disagreement. Although questions remain, with much still to be resolved through secondary legislation, employers now have far greater clarity on what to expect in the coming year. “It’s time to switch gear and move from speculation to preparation,” says Peter Cheese, chief executive of the CIPD. “Employers and HR professionals need to understand the roadmap for change that the government has set out and when changes will impact how they hire and manage people at work.”
Not all of the Act’s wide-ranging reforms will come into force in 2026. Under the government’s roadmap for implementation, some of the most notable changes, including the six-month qualifying period for unfair dismissal and the right to guaranteed hours for workers, will not be brought in until 2027.
Despite this, the majority of the reforms, including changes relating to trade union access to businesses, day-one rights to paternity and parental leave, statutory sick pay reform and a ban on fire and rehire, are set to be introduced over the course of 2026, giving businesses...
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