The Employment Rights Act. What’s changing and when

Whether you employ staff or work for an organisation, it’s worth understanding what’s coming and how these changes could affect you.

Changes expected from April 2026

From April 2026, several important employment rights are expected to take effect.

Employees are expected to gain day one rights to parental and paternity leave, removing the need for any qualifying period.

Protections around sexual harassment are also expected to be strengthened. This includes protection for individuals who raise concerns or make protected disclosures relating to sexual harassment.

Changes to statutory sick pay are also expected, with qualifying days likely to be removed so that entitlement applies from the first day of absence.

The time limit for bringing most Employment Tribunal claims is expected to increase from three months to six months.

Later in 2026, employers are expected to face renewed duties in relation to third-party harassment, covering harassment by customers, clients or service users.

Changes taking effect in 2027

From 1 January 2027, confirmed changes will apply to unfair dismissal claims, including the introduction of a statutory cap and a reduced qualifying period of six months.

Further changes are expected later in 2027, although dates have not yet been finalised. These include:

• A new statutory right to bereavement leave
• New rights aimed at providing greater certainty of hours for those on zero-hours contracts
• A requirement for employers to give reasons when refusing flexible working requests
• Further enhanced protections during pregnancy and after the start of family leave
• Additional updates to sexual harassment protections

Other changes

The Act also contains provisions relating to trade union rights and the right to strike, some of which are due to come into force earlier. These changes are more complex and may require specific legal advice depending on the circumstances.

What this means for employers

Employers should expect increased obligations and closer attention on employment practices. Reviewing contracts, policies and procedures in advance will help, particularly around dismissal, flexible working, sickness absence and harassment.

Manager training will also be important in reducing risk as these changes come in.

What this means for employees

Employees can expect earlier access to key rights and stronger protections in areas such as family leave, sickness absence and workplace harassment. Longer Tribunal time limits may also give more time to seek advice where issues arise.

Understanding how these changes apply in practice will help individuals protect their position at work.

If you would like advice on how these changes may affect you, or support in preparing for them, our employment law team is on hand to help. Call us on 01482 326666.

*This article is a general summary of the law. It should not replace legal advice tailored to your specific circumstances.