Employment Rights Act 2025: Support for UK Employers
Are you prepared for the upcoming changes?
The Employment Rights Act became law on the 18th of December 2025 and results in employment law changes taking place throughout 2026 and into 2027.
From April, the Employment Rights Act will introduce some of the most significant updates to UK employment law in recent years — including new day-one employment rights, statutory sick pay reforms, and strengthened worker protections.
Many employers are unsure what these changes mean in practice. Our role is to provide clear, practical support so you can stay compliant and plan with confidence.
Free Employment Rights Act Roadmap
1. Download your free roadmap below now.
Our Employment Rights Act Roadmap gives UK employers a concise overview of the anticipated changes and the key actions to consider now.
2. Subscribe to our Monthly Employment Law Updates & get your copy of our Complimentary People Planning Toolkit
Stay informed with our monthly employment law newsletter, plus receive our Complimentary People Planning Toolkit straight to your inbox when you subscribe.
This practical toolkit is designed to help busy employers focus on forward planning, not just administration.
What the toolkit covers
✔️ Workforce Snapshot
Review your current workforce capacity ahead of April cost increases and identify gaps early.
✔️ ERA Compliance Check
Spot potential risks linked to:
- statutory sick pay changes
- unfair dismissal reforms
- strengthened harassment protections
- zero-hours contract developments
✔️ Performance Metrics
Set people objectives that directly support your commercial goals.
✔️ 12-Month HR Roadmap
Use our month-by-month priority tracker to keep your people plan on course.
- Review and Update your Employee Contracts & Handbook
Keeping employment documentation up to date is essential as the law evolves.
We offer a bespoke Employee Documentation Review & Update, tailored to your organisation, to help ensure your contracts and handbook remain compliant and commercially robust.
What our review includes
A Detailed Audit: Identifying outdated clauses regarding whistleblowing, harassment, and the new Fair Work Agency requirements, for example.
Marked-up Updates: You will receive full explanations for all changes, including the mandatory sexual harassment policy and employee privacy notice updates.
Strategic Support: We identify any gaps in your current protection and suggest improvements.
Final Review Call: We will discuss the proposed changes via Teams or phone to ensure they align perfectly with your business goals before providing final versions.
Next Steps
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