Unless you have been living under a rock recently, you will be aware that the ERA 2025 will be introducing a number of significant employment law changes for employers and employees over the next 2 years. With things beginning to take effect from April 2026, businesses need to start preparing now to ensure compliance and avoid costly pitfalls. To help you plan ahead, we’ve put together a clear employment law roadmap highlighting the key changes and practical steps to take.
Key Changes on the Horizon
Several high-impact reforms are coming that will affect HR policies, contracts, and day-to-day employee management:
- Day-one Statutory Sick Pay (SSP): Employees will be entitled to SSP from their first day of sickness.
- Day-one family leave rights: Immediate eligibility for paternity leave and unpaid parental leave.
- Extended tribunal claim periods: Time limits for most Employment Tribunal claims are set to increase from 3 months to 6 months.
- “Fire and rehire” clampdown: Significant restrictions, or a potential ban, on dismissing and rehiring employees on less favourable terms.
- New protections for irregular and zero-hours workers: Minimum guaranteed hours, reasonable notice of shifts, and compensation for cancelled shifts.
Other Important Considerations
- Probation management: Update your policies, schedule structured reviews, and document decisions to stay compliant.
- Maternity and parental protections: The case of Osborn v Mothercare Global Brand Ltd reminds us how critical it is to treat employees on maternity leave fairly, with genuine redundancy processes and careful record-keeping.
- Trade union recognition: The process will be simplified, including reforms to electronic and workplace balloting.
- Fair Work Agency: A new body will have powers to request evidence of compliance, making accurate record-keeping more essential than ever.
How to Prepare
- Review contracts and policies.
- Audit HR processes.
- Train managers.
- Document everything.
- Communicate clearly with staff.
Why Early Action Matters
The changes in the Employment Rights Act are far-reaching, affecting pay, leave, tribunal deadlines, and protections for employees in a range of scenarios. Preparing early gives you time to update contracts, train managers, and implement new processes without the stress of last-minute compliance pressures.
Stay ahead with Saxon HR. By reviewing your policies, processes, and training now, we can help you navigate the Employment Rights Act smoothly and protect your business.
Contact us today to embark on your growth journey.