Columnist

What does the new Employment Rights Act really mean?

If you’re a business owner or leader, you’ve probably seen headlines about the new Employment Rights Act. 

Another raft of employment reforms? More policies? More training? More risk (read: cost)?

Yes… and no.

While the Act brings some of the most significant employment law changes in a generation, the key is knowing what matters in your business and taking the decision to act.

So, what should employers focus on? 

A few changes are particularly worth your attention. 

The Act introduces earlier access to certain employment rights, including day‑one rights to paternity leave and unpaid parental leave from April 2026, as well as stronger protections around industrial action and dismissal. 

These will require meaningful updates to your policies, manager training and workforce planning. 

If you’re looking for the high-level bit rather than legal detail, the real strategic question is: How do these changes affect the way you run your business?

Build people strategy into business strategy

The companies that will navigate these reforms most effectively will be those that weave employment rights into broader organisational planning. 

Shorter qualifying periods for key rights and greater protections for employees mean decisions around hiring, probation, capability and employee relations need to be sharper and more intentional. 

Line managers are absolutely central to this.

Equip your managers (properly)

Most legal risk doesn’t sit in the policy – it sits in the seemingly unremarkable conversations.

Your managers will be on the front line of requests for leave, working pattern changes, sick pay or employee concerns. 

Investing time now in upskilling managers will prevent headaches later.

Make sure your policies live and breathe

The Act triggers updates across multiple areas. 

April 2026 alone introduces a wave of changes, from leave rights to sick pay reform.

This is the perfect moment to declutter outdated policies, close gaps and create something that reflects real life. 

Don’t wait until you’re caught out

Though the changes come into effect throughout 2026 and 2027, preparing early will reduce disruption and help you implement consistent, confident practices across your business. 

Without that, you’ll find yourself sweeping up and making things right once it becomes clear things are out of kilter. 

As a HR specialist, I’m here to help employers cut through the noise, understand what really needs to happen, and create people solutions that support growth and don’t just exist for their own sake.  

If you want practical, uncomplicated guidance on what these reforms mean for your business, get in touch. 

Mine’s a flat white. 

Lauren Bathan is associate director - HR Partnership at recruitment and outsourced HR services provider Jackson Hogg

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