Sponsored feature | Jake Gransbury, solicitor, HCR Law
The Employment Rights Act 2025 represents one of the most significant overhauls of UK employment law in decades, with reforms being introduced in stages over the coming years.
While some provisions are already in force, many of the most operationally significant changes will follow through 2026 and beyond. For employers, the focus should not only be on understanding the upcoming changes, but on preparing early so systems, policies and practices are aligned ahead of implementation.
A central theme of the Act is the expansion of ‘day one’ rights, meaning certain entitlements will apply from the start of employment rather than after a qualifying period. From April 2026, this includes paternity leave and unpaid parental leave, along with statutory sick pay being paid from the first day of absence. Enhanced whistleblowing protections for those reporting sexual harassment will also take effect. These developments require organisations to review recruitment and onboarding processes to ensure compliance from the outset of employment.
From January 2027, the qualifying period for unfair dismissal claims will reduce from two years to six months, and the statutory cap on compensation will be removed entirely. This makes it essential for employers to strengthen performance management processes and ensure any issues are addressed during the first six months of employment. Tribunals are expected to place greater weight on whether...
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