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Find out more about legislation changes that come into effect in April 2026 as a result of the Employment Right Act 2025.

Since the employment rights bill received Royal Assent in December 2025, the government has begun introducing new regulations.

From 6 April 2026, several provisions of the Employment Rights Act 2025 will come into force. Many employers may already be preparing for these changes, but as a reminder, we’ve summarised the key updates below:

• Statutory paternity leave and parental leave from day one.
• Sexual harassment added to whistleblowing protections.
• Collective redundancy protective award increase.
• Establishment of the Fair Work Agency.
• Statutory sick pay: removal of lower earning limit and waiting period.
• Bereaved Partners’ Paternity Leave.
• Voluntary action plans on gender equality and menopause support.

Actions for employers:

Employers are advised to ensure they are aware of the breadth of the act and should do the following:

• review the updates and timescales from the government
• consider how current policies and procedures may be impacted
• consider the impact on any future policies being developed.

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