General
Employment Rights Bill
Are you ready for the changes that are coming with the Employment Rights Bill which received Royal Assent in December? The following changes are occurring from 6 April 2026:
- Day one paternity leave in cases where the mother or adopter has died
- Day-one unpaid parental leave
- Day-one paternity leave, and the ability to take paternity leave after a period of shared parental leave
- Sexual harassment: strengthening protection for workers who “blow the whistle” on sexual harassment, so that the definition of qualifying disclosure will include a disclosure that sexual harassment “has occurred, is occurring or is likely to occur.”
- Increase to the collective redundancy protective award – this will double the maximum period to 180 days’ pay
- Statutory Sick Pay – the removal of the waiting period and removal of the Lower Earnings Limit
- Simplifying trade union recognition process
Plus the following voluntary measures:
- Action plans on gender equality and supporting employees through the menopause
- Menopause guidance
- The establishment of the Fair Work Agency (it is unclear when enforcement powers will come into force)
Employers need to be taking action now to ensure their documentation is updated prior to April 2026. Further changes will be coming in October 2026 and January 2027.
If you would like assistance with preparing for this change, please get in touch with us for a no obligation discussion. We have some special offers available for anyone who gets in touch before the end of February.
Make sure you are legally compliant – get in touch with us today!