April 2026 marks the first significant implementation phase of reforms under the Employment Rights Act 2025 (ERA 2025). Although further reforms will follow in future phases, many of the changes coming into force from April will carry operational, HR and cost implications for employers.

This blog provides a practical checklist for employers, setting out key questions to help employers check that they are ready for the April changes. For full details of these and other reforms being brought in by the ERA 2025, see our insights page.

Collective redundancy: protective award doubled

What is changing?

The maximum protective award for failure to comply with collective consultation obligations will increase from 90 days’ pay to 180 days’ pay. The ERA will also make changes to the 'one establishment' test for collective consultation, but that is not due to come into effect until 2027.

Why it matters

The change significantly increases the financial exposure where employers fail to inform and consult collectively, particularly in large scale restructurings or insolvency scenarios. It also reinforces the importance of early planning and documentation.

Checklist for employers

• Do decision makers understand when collective consultation is triggered (20+ redundancies at one establishment within a 90 day period)?
• If you are proposing redundancies, are you accurately tracking the number of dismissals being proposed?
• Are restructuring timelines realistic, allowing full consultation...

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