The Employment Rights Act 2025 brings the biggest shake-up of employment law in a generation. Michael Johnson, partner at Bendles Solicitors and part of the firm’s employment law team, looks at the changes from April 6
and what employers should be doing now

For employers across Cumbria, the new Employment Rights brings some of the most far-reaching employment law changes seen in a generation.

While many of the reforms are being phased in gradually, crucially for employers several key measures come into force from April 6 2026, making this a critical moment for employers to act.

One of the biggest changes is the expansion of day-one employment rights.

From April, employees are entitled to statutory sick pay, paternity leave and unpaid parental leave from their first day of employment.

This means businesses need to review contracts, policies and onboarding processes, particularly where workforces include part-time, seasonal or lower-paid staff who will be newly entitled to day-one statutory rights following the removal of earnings thresholds.

There are also important changes already underway around trade union activity and dismissal protection, which strengthen protections for employees involved in industrial action and reduce procedural barriers for unions.

Further reforms are set to be introduced next year including the qualifying period for unfair dismissal being reduced from two years to six months, new statutory bereavement leave, stronger protections for pregnant...

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