Employment Rights Act
Navigate the Biggest Employment Law Changes with Expert Guidance.
Through our partnership with Quest Cover via the British Chamber of Commerce, we are providing businesses with a free Employment Rights Act Compliance Review.
With new day-one rights, stronger enforcements, and tougher compliance obligations coming into force from 2026, now is the time to review your policies and management practices to ensure your business remains compliant and protected. Whether you’re still reviewing your policies or have already made updates, this structured review helps you identify gaps, validate your approach, and take the right steps moving forward.
Employment Rights Act 2025 Reform Changes
From April 2026, several major reforms under the Employment Rights Act 2025 will come into force, creating new day-one rights for workers and significantly increasing employer obligations. These changes will require businesses to update their contacts, policies, and management practices to remain compliant.
Statutory Sick Pay (SSP)
SSP will become a day-one entitlement, with the removal of waiting days and the lower earnings limit. Payments will be made at the flat statutory rate or 80% of normal weekly earnings, if lower. Employers will need to review payroll processes, sickness policies, and absence management procedures.
Paternity Leave
Paternity leave will also become a day-one right, removing the current 26-week service requirement. This change will require updates to employment contracts, leave policies, and internal guidance for managers.
Unpaid Parental Leave
Eligibility for unpaid parental leave will move to a day-one right, instead of the current one year qualifying period. Employers will need to ensure their policies and staff handbooks reflect this change and that managers understand the new entitlement.
Whistleblowing Protections
Sexual harassment will be included as a new qualifying disclosure under whistleblowing legislation. This strengthens protection for individuals raising concerns and places more responsibility on employers to review whistleblowing procedures, reporting streams, and investigation processes.
Collective Redundancy Awards
The maximum award for failure to consult during collective redundancy will double from 90 days’ to 180 days’ pay, significantly increasing the financial risk for non-compliance. Employers must ensure their redundancy consultation processes are robust and legally compliant.
Fair Work Agency (FWA)
A new enforcement body will be introduced with greater powers to investigate employers and enforce statutory rights. This increases the likelihood of scrutiny and highlights the importance of proactive compliance across HR and employment practices.
Book Your ERA Compliance Review
Preparing for these changes will require employers to review how their current contracts, policies and practices operate. Small gaps in documentation or processes could quickly turn into costly compliance risks when the new rules take effect.
The ERA Compliance Review is a free, no-obligation review with one of Quest’s Business Support Managers, designed to help you understand exactly what these changes mean for your business and where action may be required.
During your review, we will:
- Assess your current contracts, policies and key HR practices against the new ERA requirements
- Identify any gaps or compliance risks linked to the April 2026 changes
- Provide practical guidance on the steps you should take to prepare
- Answer your questions about how the new legislation will affect your workforce
This review is tailored to your business and provides clear, actionable insights – helping you reduce legal risk, avoid costly mistakes, and prepare with confidence for the changes ahead.
Book your ERA Compliance Review today to ensure your business is ready for the most far-reaching employment law reforms in decades.
Email: bcc.era@questcover.com
Call: +44(0)1455 852 052