Upcoming employment law changes
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.
Further information
For more information of the changes, including a timeline and links to government guidance, employers can refer to our Employment Rights Act 2025 web page.
The roadmap also highlights several voluntary measures that employers are encouraged to adopt ahead of these becoming mandatory in 2027.
