The Employment Rights Act 2025 is on its way!
We have previously been reporting on the Employment Rights Bill.
Well, it received Royal Assent on 18th December 2025. There is a roadmap for when each of the changes will come into effect. The Government has promised to give employers, employees and workers time to prepare for the various changes.
Some changes will take effect two months after Royal Assent. Other, more significant employment law changes will come into force from April 2026, to include:-
Paternity Leave – there will no longer be the requirement for a qualifying period of employment before becoming eligible to paternity leave.
Statutory Sick Pay – removal of the waiting period and lower earnings limit.
Sexual Harassment protected disclosures – reporting sexual harassment to have the protection of “whistleblowing”.
Fair Work Agency – agency due to be established from April 2026 to take legal action on behalf of workers/employees against organisations with enforcement powers.
It has been announced that the significant change to a six month unfair dismissal qualifying period (from the current position of requiring two years employment ) will take effect on 1st January 2027.
For advice and representation on all your employment law needs please contact us.
Jennifer Carpenter became Managing Partner of the firm in January 2014. She was appointed as a Partner in January 2005, having qualified as a solicitor in 2000 after completing her training with the firm. She specialises in Employment, property dispute litigation and contentious probate. She has extensive experience of undertaking advocacy in the Magistrates Court, County Court and Employment Tribunals. Jennifer is also our Compliance Officer for Finance and Administration (COFA) and our Data Protection Officer.
