Implementing legislation has been published to bring key provisions of the Employment Rights Act 2025 into force. From 6 April 2026, the Employment Rights Act 2025 (Commencement No. 2 and Transitional and Saving Provisions) (Amendment) Regulations 2026 (SI 2026/323), effect the introduction of sexual harassment as a qualifying disclosure, double the potential protective award for failure to collectively consult, and introduce obligations on employers to keep records of workers' annual leave. Alongside this, the Employment Rights Act 2025 (Commencement No. 3 and Transitional Provisions) Regulations 2026 commence sections 10 and 13 of the ERA 2025 (relating to sick pay and policies). Separate amendment regulations also remove the waiting period for statutory sick pay (SSP), making it payable from the first day of sickness absence and to remove the lower earnings limit for SSP eligibility from 6 April 2026. In addition, the Employment Rights Act 2025 (Enforcement) (Consequential Amendments) Regulations 2026 (SI 2026/302) and the Police and Criminal Evidence Act 1984 (Application to Enforcement Officers) Regulations 2026 (SI 2026/303) were made on 16 March 2026, and came into force on 7 April 2026. These regulations will enable the Fair...
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