2026 is set to be a year of change for employers thanks in large part to the Employment Rights Act 2025. HR teams will have their work cut out keeping up to date with implementation of the various provisions of the Act and taking steps to comply with the new requirements.

Published: 11 March 2026

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Introduction

2026 is set to be a year of change for employers thanks in large part to the Employment Rights Act 2025. HR teams will have their work cut out keeping up to date with implementation of the various provisions of the Act and taking steps to comply with the new requirements.

Our latest webinar focused on the key employment law developments that followed the Act receiving Royal Assent in December 2025, as well as those that are due to take effect from April 2026, and those which are coming later this year and beyond. We were also joined by Rebecca Peters, Senior Policy and Practice Adviser – People at the CIPD, who shared her insights on the biggest changes impacting people practices in 2026 and the key priorities for HR leaders.

The key take aways from the webinar are:

Changes since 18 December 2025

• the Act received Royal Assent on 18 December 2025. At the same time, the Strikes (Minimum Service Levels) Act 2023 was repealed.

• the Paternity Leave (Bereavement) Act 2024 came into force on 29 December 2025 creating a statutory right to two weeks’ bereaved partner’s paternity leave.

• from 18 February 2026, various aspects of the Trade Union Act 2016 have also been repealed. Of particular significance is:

  • the simplification of the information to be provided in voting papers, ballot papers and notice of industrial action
  • a reduction in the notice period for industrial action to 10 days
  • an extension to the mandate for taking industrial action to 12 months.

Changes from April 2026

• various changes to rates of pay will take place including National Minimum Wage increases, and increases to the rate of statutory sick pay and statutory leave pay.

• further provisions under the Employment Rights Act will come into force including:

  • an increase in the protective award to 180 days for a failure to collectively consult
  • changes to SSP
  • day one rights to paternity leave and parental leave
  • simplification of the statutory recognition process for trade unions

Key actions for employers

• audit your workforce to assess the impact of the changes
• update payroll systems
• update policies and procedures and communicate updates to your workforce
• train your HR teams, payroll and managers
• review levels of interest in union recognition. If a union is already recognised, review your recognition agreement and consider necessary updates. If there is no current union recognition, consider establishing a standing body of elected representatives for consultation purposes.

Further changes due to come into force from October 2026 were also highlighted, with a more in-depth discussion to follow at our next Employment update in the Autumn.