Employers are being urged to act now ahead of the wide-ranging changes introduced by the Employment Rights Act 2025, according to Kathryn Gilbert, Head of HR Services, and Lorna Thorley, HR Advisor, at Sheffield-based Bhayani HR & Employment Law.
With Royal Assent granted in December 2025 and further secondary legislation due during 2026, the pair say businesses should focus on early preparation, stronger processes and better manager training rather than waiting for every detail to be finalised.
Key changes will affect sick pay, dismissal risk, family leave, harassment procedures and trade union activity. From April 2026, Statutory Sick Pay eligibility is set to expand, with waiting days removed and payment due from day one of sickness. The lower earnings threshold will also be abolished, increasing the importance of reviewing contracts and working arrangements to ensure they reflect reality.
Employers are also being warned that unfair dismissal risk will rise significantly, with the qualifying period for ordinary claims reducing from two years to six months. Bhayani says probationary dismissals will need better documentation, fairer processes and stronger evidence.
Day-one rights for Statutory Paternity Leave and Unpaid Parental Leave will also require policy updates, while sexual harassment complaints are expected to carry greater legal consequences from April 2026 through whistleblowing protection.
Photos: Kathryn Gilbert, Head of HR Services (top), and Lorna Thorley, HR Advisor, Bhayani HR & Employment Law.