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Employment Rights Bill Becomes Law

The Employment Rights Bill has now received Royal Assent, becoming the Employment Rights Act 2025.

The changes will be introduced in phases over a two-year period, ensuring that employees and employers have time to plan and prepare. The majority of the changes will take effect on common commencement dates (6 April and 1 October).

Measures that take effect at Royal Assent or soon afterwards include the repeal of most of the Trade Union Act 2016, the simplification of industrial action notices and industrial action ballot notices, and protection against dismissal for taking industrial action.

Measures scheduled to take effect in April 2026 include the availability of Paternity Leave and Unpaid Parental Leave from the first day of employment, and the removal of the Lower Earnings Limit for Statutory Sick Pay.

Other important changes in the Employment Rights Act include protections against exploitative zero-hours contracts and the reduction of the qualifying period for bringing an unfair dismissal claim from two years to six months.

We can advise you on the effect on your business of the changes in the Employment Rights Act, or on any other employment law issue.

The contents of this article are intended for general information purposes only and shall not be deemed to be, or constitute legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article.

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