☠️ Don't Fear the Reaper
Employment Law Changes!
The Employment Rights Act 2025 is the most significant employment legislation to be implemented for a generation. As well as multiple things changing there is also a sliding scale of things being introduced from April 2026 and well into 2027.
The following key changes came into affect from April 2026
Note - this is not a comprehensive list.
Paternity leave and ordinary parental leave
Paternity leave and parental leave (whether paid or unpaid) have become a day one right. This means employees can give notice of leave from the first day of employment – from 18 February 2026, newly eligible employees have been able to give notice that they intend to take leave
Statutory Sick Pay (SSP)
Statutory sick pay (SSP) is paid from the first day of illness, instead of the fourth day and lower earnings limit has been removed. Previously, workers needed to earn a minimum amount to be eligible for statutory sick pay, this is no longer the case.
Whistleblowing protections for sexual harassment
This means employees who use the process of whistleblowing to making a sexual harassment disclosure have protection from any unfair treatment or unfair dismissal.
Fair Work Agency
Has been created to streamline various enforcement bodies. They take on enforcement of other employment rights, such as holiday pay and statutory sick pay
Gender pay gap and menopause action plans
Employers of all sizes can voluntarily publish action plans around menopause and gender pay gaps. Sometime in 2027, this will become mandatory for employers with 250 or more workers.
Holiday Records
Employers must keep records of annual leave and holiday pay. They must keep this information for at least 6 years.