The Employment Rights Act 2025 brings a wave of important changes to UK employment law, with the next phase taking effect from April 2026 and further reforms expected over the following 12–28 months.
Here’s a clear breakdown of what’s changing, what you need to do, and how MHA HR Solutions can support you.
Key Changes Coming into Force
SSP will become payable from day one of absence (removing the current three day waiting period). In addition, the Lower Earnings Limit requirement will be removed, widening eligibility.
What you need to do:
- Update Contracts of Employment
- Update your Sickness Absence Policy to reflect day-one SSP and revised eligibility
How we can help:
We can review and update your contracts and policies to ensure full compliance.
Both will become day-one rights, meaning eligible employees can access these from the start of their employment.
What you need to do:
- Update existing Parental and Paternity Leave policies
- Introduce policies if you don’t already have them
How we can help:
We can amend your current policies or provide fully compliant templates tailored to your organisation.
The qualifying period for bringing an Unfair Dismissal claim will reduce from two years to six months.
This applies to dismissals from 1 January 2027, meaning most current employees will qualify by that point.
What you need to do:
- Update Contracts of Employment and Disciplinary Policies
- Identify employees with less than two years’ service and issue contract amendments where required
How we can help:
We can update your documentation and provide ready-to-use amendment templates.
A new entitlement of up to 52 weeks’ leave will be introduced for partners of a child’s mother or adopter who dies.
What you need to do:
- Update your Paternity Leave policy
- Introduce a standalone Bereaved Partner’s Paternity Leave policy
How we can help:
We can draft or update policies to ensure clarity and compliance.
Complaints of sexual harassment will qualify as Protected Disclosures, meaning workers are legally protected from dismissal or detriment when reporting concerns.
What you need to do:
- Update your Whistleblowing Policy to reflect this change
How we can help:
We can update or create a compliant Whistleblowing Policy for your business.
Quick Checklist: What to Update Before April 2026
- Contracts of Employment
- Sickness Absence Policy
- Parental Leave Policy
- Paternity Leave Policy
- Bereaved Partner’s Paternity Leave Policy (new)
- Whistleblowing Policy
- Disciplinary Policy
How MHA HR Solutions Can Support You
Updating documentation is only the first step. These changes will also impact how you manage people day-today.
We can support you with:
- Practical guidance on implementing the new rules
- Case-by-case advice on employee matters
- Template letters and documentation
- Support in employee meetings
Our expertise covers sickness absence, family leave, disciplinary and dismissal processes, and handling harassment concerns.
Looking Ahead
Further reforms are expected over the next 12–18 months, including:
- Removal of the cap on Unfair Dismissal awards
- Increase in protective awards (up to 180 days’ pay per employee)
- Introduction of a Fair Work Agency to enforce compliance with National Minimum Wage and holiday entitlements
Next Steps
If you would like us to review or update your documents, contact us at [email protected] and let us know which policies you’d like us to assess - or ask us to review your full suite.
We’re also here to support you beyond documentation, whether this be through training team members or supporting the roll out of changes. HR Solutions can support you with implementing these changes smoothly and confidently across your organisation.
