Clear, practical updates—what’s in force now, what’s coming next, and how to stay compliant with confidence.
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2027
What is next in 2027?
Additional ERA 2025 reforms are expected to come into force, including major changes to unfair dismissal qualifying periods and compensation rules. (Debate / pending regulations)
Key Actions
Prepare for the new unfair dismissal qualifying period of six months (down from two years).
Strengthen probation, onboarding, and performance management to avoid risk once employees gain rights more quickly.
Train managers on conducting faster, fair, well‑documented assessments during the first months of employment.
Review all contracts and handbooks to ensure alignment with the ERA 2025 expected changes in 2027.
2026
What is changing?
6 April 2026 – Statutory Sick Pay Reform
SSP becomes payable from day one, and the Lower Earnings Limit is removed under ERA 2025. (Debate / awaiting final regulations)
6 April 2026 – National Minimum Wage & Statutory Rate Updates
Annual updates to the National Minimum Wage and statutory payments take effect. (Update)
6 April 2026 – Day‑One Paternity Leave
Paternity leave becomes a day‑one employment right under ERA 2025. (Debate)
6 April 2026 – Day‑One Unpaid Parental Leave
Unpaid parental leave becomes available from day one of employment. (Debate)
April 2026 – Collective Redundancy, TU Rights & Whistleblowing Changes
ERA 2025 introduces reforms to collective redundancy, trade union laws, labour enforcement, and whistleblowing protections. (Debate)
21 January 2026 – Enhanced DBS Checks for Contractors
Employers permitted to request Enhanced DBS certificates directly from self‑employed contractors. (Legally enforceable)
Key Actions
Update sickness policies and payroll to reflect SSP becoming a day‑one right and the removal of the lower earnings limit.
Update paternity and unpaid parental leave policies to reflect both as day‑one rights.
Review collective redundancy, trade union, industrial action, and whistleblowing procedures to meet new ERA 2025 standards.
Strengthen safeguarding processes as Enhanced DBS checks can now be requested directly for self‑employed contractors.
Monitor annual updates to statutory rates and the National Minimum Wage.
Review zero‑hours arrangements, ensuring compliance with new limitations and notice requirements introduced under ERA 2025
2025 Employment Law Changes
What has changed?
18 December 2025 – Employment Rights Act 2025
The ERA 2025 becomes law, setting the foundation for major reforms across 2026–2027. (Legally enforceable)
16 December 2025 – Immigration Skills Charge Increase
The Immigration Skills Charge increases by 32%. (Legally enforceable)
2 December 2025 – Extension of Right‑to‑Work Checks
Right‑to‑work checks will expand to cover agency workers, sub‑contractors, gig‑economy workers, and zero‑hours arrangements once commencement regulations are confirmed. (Upcoming law)
1 December 2025 – ACAS Early Conciliation Extended
Early conciliation period doubles from 6 to 12 weeks. (Legally enforceable)
1 December 2025 – Redundancy Notifications Go Digital
Employers must submit notifications for 20+ redundancies digitally only. (Legally enforceable)
5 November 2025 – Economic Inactivity Review
Publication of the Keep Britain Working report. (Update)
14 October 2025 – Fair Work Agency Chair Appointed
New labour market enforcement body leadership confirmed. (Update)
1 October 2025 – New Rights for Victims of Crime
New statutory rights for victims of crime take effect. (Legally enforceable)
4 September 2025 – EHRC Code of Practice
Updated Code submitted to government for review. (Debate)
1 September 2025 – Failure to Prevent Fraud Offence
New corporate criminal offence for failing to prevent fraud. (Legally enforceable)
21 August 2025 – EHRC Agreement with Lidl GB
Public equality and harassment compliance agreement published. (Update)
2 August 2025 – Ban on Using AI Outputs in EU Markets
Restrictions extend on the commercial use of AI‑generated outputs within EU markets. (Legally enforceable)
5 June 2025 – Supreme Court Ruling: Religious Expression Case
Key judgment on freedom of religious expression in the workplace. (Update)
28 April 2025 – NI Employment Rights Bill Measures
Planned reforms under Northern Ireland’s employment rights programme. (Debate)
16 April 2025 – Supreme Court Ruling: For Women Scotland
Important decision affecting gender definitions and policy interpretation. (Update)
6 April 2025 – Neonatal Care Leave & Pay
New statutory right to up to 12 weeks neonatal leave and pay. (Legally enforceable)
2 February 2025 – EU AI Output Use Restrictions
UK businesses banned from using certain AI‑generated outputs in EU markets. (Legally enforceable)
20 January 2025 – 25% Increase in Protective Awards
Protective awards increase where employers breach the new fire and rehire statutory code. (Legally enforceable)
6 January 2025 – Employment Tribunal Reforms
New tribunal processes come into effect. (Legally enforceable)
1 January 2025 – eVisas Replace BRP Cards
Online eVisas replace Biometric Residence Permits for proof of immigration status. (Legally enforceable)Foundation HR Support
Key Actions
Update family‑leave policies to include the new statutory Neonatal Care Leave and Pay (from April 2025).
Prepare for expanded right‑to‑work checks that will soon apply not only to employees but also contractors, agency workers and gig/zero‑hours staff.
Adjust HR processes for ACAS conciliation, moving to 12 weeks and digital redundancy notifications.
Review anti‑fraud, EDI, sexual‑harassment, and victim‑of‑crime policies due to multiple new legal and guidance changes.
Plan for increased sponsorship costs if recruiting via the Skilled Worker route.
Begin an ERA 2025 readiness review, as major reforms land from 2026.
