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The Employment Rights Bill has now received Royal Assent, becoming the Employment Rights Act 2025. The legislation represents one of the most significant reforms to UK employment law in recent years, introducing wide-ranging changes to workers’ rights, trade union law and employer obligations.
The Government has confirmed that the reforms will be implemented in phases over a two-year period, allowing employers and employees time to prepare. Most provisions will take effect on the common commencement dates of 6 April and 1 October.
Immediate and Early Changes
Some measures take effect immediately on Royal Assent, or shortly thereafter. These include:
- the repeal of most provisions of the Trade Union Act 2016;
- simplification of industrial action notices and ballot notices; and
- enhanced protection against dismissal for taking lawful industrial action.
These changes significantly alter the legal framework governing industrial relations and trade union activity.
Key Changes Taking Effect from April 2026
A number of important employment rights reforms are scheduled to take effect from April 2026, including:
- Paternity Leave and Unpaid Parental Leave available from day one of employment, removing previous service requirements;
- the removal of the Lower Earnings Limit for Statutory Sick Pay (SSP), expanding eligibility for lower-paid workers; and
- further measures aimed at improving job security and fairness in the workplace.
Other Significant Employment Law Reforms
The Employment Rights Act 2025 also introduces:
- enhanced protections against exploitative zero-hours contracts, aimed at preventing insecure working arrangements; and
- a reduction in the qualifying period for bringing an unfair dismissal claim, from two years’ service to six months.
This reduction is likely to have a major impact on employers’ approach to probation periods, performance management and dismissal procedures.
Preparing for the Changes
With reforms being phased in over two years, employers are encouraged to review contracts, workplace policies and HR practices at an early stage. Employees should also familiarise themselves with the new rights that will become available.
Q&A: Employment Rights Act 2025 Explained
When does the Employment Rights Act 2025 take effect?
Some provisions apply immediately following Royal Assent, with most changes coming into force on 6 April and 1 October over the next two years.
What has happened to the Trade Union Act 2016?
Most of the Trade Union Act 2016 has been repealed, simplifying the legal requirements around industrial action.
Who benefits from day-one parental rights?
All employees will be entitled to Paternity Leave and Unpaid Parental Leave from their first day of employment from April 2026.
How does the change to unfair dismissal affect employers?
Reducing the qualifying period to six months significantly increases potential exposure to unfair dismissal claims, particularly for new hires.
What should employers do now?
Employers should audit employment contracts, policies and dismissal procedures, and plan training for managers ahead of the changes.
Contact Us
The Employment Rights Act 2025 introduces substantial new obligations and risks for employers, as well as enhanced protections for workers. Our specialist Employment Law solicitors advise businesses and individuals on compliance, policy updates, workplace disputes and tribunal claims.
If you would like advice on how the new legislation affects your organisation or your employment rights, contact Willett & Co Solicitors today for clear, expert guidance.