Somerset Council

Employment law changes now in effect

Hardback book titled “Employee Rights” on a desk, alongside a pen, keyboard and papers in an office setting.

From April, several changes linked to the Employment Rights Act 2025 will begin to come into effect. While many of the wider reforms will be introduced gradually over 2026 and 2027, these initial changes mark an important step for employers and workers alike.

Businesses should be aware of the following updates and consider whether any changes are needed to internal policies, processes or payroll arrangements.

What’s changing?

  • Day one family leave rights: Paternity leave and unpaid parental leave will now be available from the first day of employment. The current qualifying service requirement has been removed, meaning eligible employees can take this leave immediately.
  • Bereaved partners paternity leave: A new entitlement provides bereaved partners with up to 52 weeks of unpaid leave where the mother or primary adopter dies within the first year of a child’s life or placement for adoption.
  • Statutory Sick Pay reform: Statutory Sick Pay will become payable from day one of sickness absence. The lower earnings limit will also be removed, widening access to this entitlement.
  • Creation of the Fair Work Agency: A new Fair Work Agency will be established to strengthen enforcement around pay, holiday entitlement and sick pay, with a greater focus on compliance.
  • Trade union ballots: Electronic and workplace balloting will begin to be introduced for statutory trade union ballots, modernising existing processes.
  • Sexual harassment and whistleblowing protections: Sexual harassment complaints will be treated as protected disclosures under whistleblowing legislation, giving individuals additional legal protection.

What this means for businesses

Employers are encouraged to review their policies, contracts and payroll systems to ensure they reflect these changes. Further details about later phases of the reforms are expected as legislation is confirmed.

Further guidance and implementation timelines published by the Government are available on GOV.UK to help employers understand their responsibilities and prepare for future changes.