HR & Employment Law Update
The Employment Rights Act 2025 represents one of the most significant changes to UK employment law in recent years. The legislation received Royal Assent on 18 December 2025, with its provisions being introduced in stages throughout 2026 and into 2027.
For employers and HR professionals, understanding the implementation timetable is essential.
Changes already introduced in 2026
From 6 April 2026, several important employment rights changed.
Statutory Sick Pay (SSP) became available from the first full day of sickness absence, removing the previous waiting period. The Lower Earnings Limit was also removed, meaning eligible employees can qualify for SSP regardless of their level of earnings.
Parental leave also changed. Paternity Leave and Unpaid Parental Leave became available from the first day of employment, while Bereaved Partner's Paternity Leave was introduced for eligible employees.
These changes mean that employers should review payroll processes, HR policies, employee handbooks and internal procedures.
What is coming next?
One of the most significant upcoming changes is the reduction of the qualifying period for ordinary unfair dismissal protection.
From 1 January 2027, the qualifying period is intended to reduce from two years to six months. Employees will also have the right to request written reasons for dismissal after six months rather than two years.
This will have important implications for recruitment, probation, performance management and dismissal procedures.
What should HR teams do now?
Employers should consider reviewing:
- probation and performance-management procedures;
- dismissal and disciplinary processes;
- sickness absence policies;
- parental and family leave policies;
- payroll systems;
- employee handbooks; and
- HR communications.
The changes also highlight the importance of maintaining clear and consistent documentation throughout an employee's lifecycle.
For HR teams, employment law compliance is increasingly becoming an ongoing process rather than an annual policy review.
Disclaimer: This article provides general information on UK employment law developments and should not be relied upon as legal advice.
