If you’re a business owner or leader, you’ve probably seen headlines about the new Employment Rights Act.
Another raft of employment reforms? More policies? More training? More risk (read: cost)?
Yes… and no.
While the Act brings some of the most significant employment law changes in a generation, the key is knowing what matters in your business and taking the decision to act.
So, what should employers focus on?
A few changes are particularly worth your attention.
The Act introduces earlier access to certain employment rights, including day‑one rights to paternity leave and unpaid parental leave from April 2026, as well as stronger protections around industrial action and dismissal.
These will require meaningful updates to your policies, manager training and workforce planning.
If you’re looking for the high-level bit rather than legal detail, the real strategic question is: How do these changes affect the way you run your business?
Build people strategy into business strategy
The companies that will navigate these reforms most effectively will be those that weave employment rights into broader organisational planning.
Shorter qualifying periods for key rights and greater protections for employees mean decisions around hiring, probation, capability and employee relations need to be sharper and more intentional.
Line managers are absolutely central to this.
Equip your managers (properly)
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