The Department of Business and Trade (DBT) has rolled out new online resources for UK employers to access support on employment law changes coming into effect from April 2026.
The Employment Rights Act 2025 will introduce a range of reforms to UK employment law and raise the base level of protections for workers, including Day One rights for parental leave, and making Statutory Sick Pay payable from the first day of absence. Reforms aim to help employers benefit from the correlation between increased productivity and staff retention rates and improved workplace rights.
The DBT’s new online support, available here, offers free, practical guidance and support of what changes mean for UK employers and how to prepare. Content includes clear timelines, a summary of key changes and actions to take, as well as links to additional guidance.
Further free support for UK businesses is available, with Acas and sector bodies standing ready to help with implementation. Niall Mackenzie, Acas Chief Executive, said:
“We are proud to be a key partner in the Government’s awareness campaign to help businesses understand and prepare for the new employment law changes, which will impact all workplaces. For over 50 years, Acas has been a trusted, impartial expert on employment relations throughout changes to UK laws.
“Acas has advice, webinars and training available to help everyone prepare, and will be updating these as the new laws are implemented to help encourage healthy work relationships. Being ready for changes can help businesses and their workers prevent disputes and avoid conflict.”
Alongside the support, the government has also published an updated timeline on upcoming changes to employment law, with the first tranche of reforms taking effect from 18 February 2026, including:
- the repeal of the great majority of the Trade Union Act 2016, simplifying requirements on trade unions, including in relation to industrial action and political funds
- removing the 10-year ballot requirement for trade union political funds
- simplifying industrial action notices and industrial action ballot notices
- protections against dismissal for taking industrial action
- employees that are newly eligible for ‘Day 1’ Paternity Leave and Unpaid Parental Leave can give notice
Measures that will take effect on 6 April 2026 include:
- collective redundancy protective award – doubling the maximum period of the protective award
- ‘Day 1’ Paternity Leave and Unpaid Parental Leave
- whistleblowing – strengthening protections for workers who ‘blow the whistle’ on sexual harassment
- Bereaved Partners’ Paternity Leave – enabling bereaved fathers and partners to take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child’s life
- Statutory Sick Pay (SSP) – removing the Lower Earnings Limit (LEL) and waiting period
- action plans on gender equality and supporting employees through the menopause (voluntary)
- menopause guidance
- simplifying trade union recognition process
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