The Employment Rights Act 2025 (ERA 25) became law on 18 December 2025. It introduces a number of significant changes across multiple areas of employment law.

Changes between now and April 2026

Trade union laws: Strengthening protections against detriment and dismissal for taking protected industrial action

New industrial action ballots on or after 18 February:

• Removal of the “support threshold” for industrial action ballots in important public services, whereby at least 40% of those entitled to vote must be in favour.

• Extending the period of effectiveness of industrial action ballots from six months to 12 months.

• Reduction of the notice period of industrial action required to be given to employers from 14 to ten days and reduce the amount of information required to be given.

The Government has published updated guidance reflecting these changes.

Sick pay and family leave

Statutory sick pay will be payable from day one of sickness absence and the minimum earning threshold is removed.

Parental leave becomes a day one right from 6 April 2026

Changes beyond April 2026

Key change: The qualifying period for bringing ordinary unfair dismissal claims will be reduced from two years to six months service. This is expected to be effective from 1 January 2027. Employers should begin planning now for the shorter ‘assessment’ period, ensuring robust recruitment and probationary periods are in place to identify unsuitable candidates and take swift action where new a employee does not work out.

Key change: extension of the time limit for bringing employment tribunal claims, up from three months to six months. This will extend the period for which an employer will need to be on the lookout for a claim, following a disputed dismissal, or complex grievance.

There will be new or extended protection in relation to sexual harassment, flexible working rights, protection from ‘fire and rehire’ practices and more.

If you would like to understand how the Employment Rights Act 2025 may affect your organisation, or would like support in preparing for these changes, please contact our Employment Partner, Phillip Vallon, who will be happy to advise.