Is your business compliant with the new employment law?
The Employment Rights Act 2025 is the biggest change to UK employment law in a generation. Phased rollout is already underway. Use our free tools to check what you need to do and when.
What's changing and when
The Act received Royal Assent on 18 December 2025. Implementation is phased:
April 2026 — Already in force
- Unfair dismissal qualifying period reduced from 2 years to 6 months (initial period applies)
- Statutory Sick Pay reformed — available from day 1, lower earnings limit removed
- Paternity and parental leave available from day 1 of employment
- Stronger protections against dismissal during pregnancy and maternity leave
October 2026 — Coming soon
- Zero-hours contract reform — right to guaranteed hours after reference period
- Extended time limits for employment tribunal claims (3 months → 6 months)
- "Fire and rehire" restrictions tightened
- Trade union access and recognition changes
2027 onwards
- Mandatory menopause action plans for employers
- Fair Work Agency established (single enforcement body)
- Right to disconnect (expected consultation)
Free compliance tools
Interactive tools to help you understand your obligations.
SSP Calculator
Calculate Statutory Sick Pay under the new day-1 rules. No more waiting days, no lower earnings limit.
Use tool →Dismissal Risk Checker
Check if an employee can claim unfair dismissal under the new 6-month qualifying period.
Use tool →Zero-Hours Contract Checker
Check your obligations when the guaranteed hours rules take effect in October 2026.
Coming October 2026 →Compliance Checklist
A step-by-step checklist of everything your business needs to do, personalised to your size and sector.
Use tool →Who needs to act?
1.4M
Employer businesses in the UK affected by these changes
Day 1
SSP and unfair dismissal rights now apply from the first day of employment
2025-28
Phased rollout — new obligations arriving every 6 months through 2028
Small businesses (1-49 employees): You're most at risk. You probably don't have an HR department. Your employment contracts likely need updating. Your SSP calculations have changed. Your dismissal procedures need reviewing.
Medium businesses (50-249 employees): You need to audit your zero-hours contracts, update your sick pay policies, and prepare for menopause action plan requirements.
Larger employers: Trade union access rules are changing. Fire and rehire restrictions are tightening. Tribunal time limits are doubling.
Plain English guides
Every major change explained without the jargon.
Statutory Sick Pay from Day 1 — what it means for your business
The lower earnings limit is gone. Waiting days are gone. Every employee qualifies from their first day. Here's exactly what changed and what you need to do.
Unfair dismissal after 6 months — the new qualifying period explained
Employees can now claim unfair dismissal after 6 months, not 2 years. But there's an "initial period" with lighter-touch rules. Here's how it works.
Zero-hours contracts — what's changing in October 2026
Workers will have the right to guaranteed hours based on a reference period. If you use zero-hours contracts, here's how to prepare.