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Tag: employment rights bill

  • Employment Rights Act 2025: Key Implementation Dates Employers Need to Know (Updated)

    The Government has released a revised timetable for the Employment Rights Act 2025 reforms, clarifying key dates. Significant changes include extended Employment Tribunal claim limits from October 2026 and the implementation of initial trade union reforms. Employers must also improve measures against sexual harassment. Delayed reforms on tipping are expected by late 2026.

  • Unfair Dismissal Reform: Why Employers Need to Act Now

    Significant changes to unfair dismissal rights will take effect from 1st January 2027, reducing the qualifying period for protection from two years to six months for employees hired from 1st July 2026. Employers must prepare by revising policies, enhancing documentation, and training managers to mitigate risks associated with these changes.

  • Statutory Sick Pay Becomes a Day-One Right

    From 6 April 2026, Statutory Sick Pay (SSP) became significantly more accessible. The three-day waiting period was abolished, meaning eligible employees can receive SSP from the first qualifying day of sickness absence. The Lower Earnings Limit was also removed, extending eligibility to many lower-paid employees who were previously excluded, provided they meet the remaining qualifying…

  • Fair Work Agency Begins Employment Rights Enforcement

    The Fair Work Agency (FWA) began operating in 2026 as the UK’s new employment rights enforcement body, bringing together several existing enforcement functions into a single organisation. Established under the Employment Rights Act 2025, the agency aims to simplify the enforcement of employment rights while making it easier for both employers and workers to access…

  • 2026 Employment Rights Bill Updates: What HR Teams and Employers Need to Know

    In 2026, the Employment Rights Act 2025 introduces significant reforms affecting employers and HR teams. Key changes include day-one Statutory Sick Pay, enhanced parental leave provisions, increased redundancy awards, and new protections against fire and rehire practices. Employers must revise policies to comply with these updates effectively.