Rule detail : 229381

UK GVT Employment Rights Act 2025

Updated on: Oct 8, 2026

Latest Event

Oct. 2026 Commencement Regulations, Transitional Provisions
On Oct. 6, 2026, UK GVT published the Employment Rights Act 2025 (Commencement No. 6 and Transitional and Saving Provisions) Regulations 2026 (StIn 2026/1065).
Reg 3 of the Regulations brings ss 20-22, 56, and Sch 5 into force on Oct. 30, 2026; it also brings ss 59, 60, 64, 65, and Sch 6 into force so far as not already in force on the same date.
Regs 4-6 set out transitional provisions in relation to Sch 6 of the 2025 act concerning trade union recognition and derecognition.
Regs 7, 8 set out transitional provisions in relation to s 64 (facilities provided to trade union officials and learning representatives) and s 65 (facilities for equality representatives) respectively.
In Oct. 2026, UK GVT issued draft employment rights act 2025 regs, see #316180.

On Oct. 10, UK GVT unveiled significant reform to employment rights.

UK GVT Ministers have unveiled the Employment Rights Bill to help deliver economic security and growth to businesses, workers and communities across the UK.
On same day issued Next Steps paper on Plan to Make Work Pay, a core part of the mission to grow the economy, raise living standards across the country and create opportunities; it aims to tackle low pay, poor working conditions and poor job security.
Legislation introduced in Parliament to upgrade workers’ rights across the UK, tackle poor working conditions and benefit businesses and workers alike.
Reforms to boost pay/productivity, show benefit of pro-business, pro-worker approach.
New balance for early months of a job at heart of pragmatic reforms to help drive growth in the economy and support more people into secure work.
Legislation will end exploitative zero-hour contracts and unscrupulous fire and rehire practices, while establishing rights to bereavement and parental leave from day one.
Together with bill, published human rights memorandum and explanatory notes.
Bill of Rights
Employment Rights Bill is the first phase of delivering the Plan to Make Work Pay.
Objectives are to support employers, workers, and unions to get Britain moving forward and fulfilling a commitment to introduce legislation within 100 days.
Day 1 rights of employment, including entitlement to paternity leave, unpaid parental leave, protection from unfair dismissal while allowing employers to operate probation periods; establishing bereavement leave, and making flexible working the default.
Two-year qualifying period for protections from unfair dismissal will be removed.
Make flexible working the default for all, unless employer can prove it’s unreasonable.
End exploitative zero hours contracts and fire and rehire practices to establish day one rights for paternity, parental and bereavement leave for millions of workers.
Establish Fair Work Agency to bring together existing enforcement functions, including: minimum wage and statutory sick pay enforcement; employment tribunal penalty scheme; labor exploitation and modern slavery; enforcement of holiday pay policy.
Improve pay/conditions through Fair Pay Agreement in adult social care, re-establish School Support Staff Negotiating Body and re-instate the 2-tier code for procurement.
Increase protection from sexual harassment, introduce gender and menopause action plans and strengthen rights for pregnant workers; also strengthen Statutory Sick Pay.
Consultations proposed on: new statutory probation period for companies’ new hires.
Also on ensuring provisions on zero hours contracts are effectively and appropriately applied to agency workers, as well as reforms to modernize/update trade union laws.
Immediate changes include making flexible working the default, establishing a new right to bereavement leave, making paternity and parental leave a day 1 right, and strengthening protections for pregnant women and new mothers returning to work.
Wider Reforms
For many Make Work Pay commitments, powers already exist to deliver the UK GVT's planned reforms and therefore do not need to be included in Employment Rights Bill.
Include: commitment to tighten ban on unpaid internships; CfE planned end of 2024.
Removing age bands to ensure all adult workers benefits from a genuine living wage.
Supporting workers with a terminal illness through the Dying to Work Charter; modernizing health and safety guidance; enacting socioeconomic duty; ensuring the Public Sector Equality Duty provisions cover all parties exercising public functions.
Developing menopause guidance for employers and guidance on health and wellbeing.
Measures will be also delivered through a Equality (Race and Disability) Bill, including:
Extending pay gap reporting to ethnicity and disability for employers with more than 250 staff and measures on equal pay; extending equal pay rights to protect workers suffering discrimination on the basis of race or disability; ensuring that outsourcing of services can no longer be used by employers to avoid paying equal pay; implementing a regulatory and enforcement unit for equal pay with involvement from trade unions
Autumn 2024 Onwards
UK GVT acknowledges that some reforms will take longer to undertake and implement.
Current parental leave system does not support working parents; alongside provisions in the Employment Rights Bill to ensure parental leave is right from day 1 of employment, UK GVT will conduct a full review of the parental leave system.
Will review implementation of carer’s leave and examine all the benefits of introducing paid carer’s leave, while being mindful of the impact of any changes on employers.
Will consult with trade unions on the implementation of surveillance technologies.
Consult on a simpler framework to differentiate between workers and self-employed.
The UK GVT also plans to consult on how to implement measures to strengthen protections for the self-employed through a right to written contract; extending blacklisting protections and extending health and safety protections.
CfE to be launched on Transfer of Undertakings (Protection of Employment) (TUPE).
Plans to review health and safety laws in particular neurodiversity awareness in the workplace, how to modernize health and safety guidance with reference to extreme temperatures and how to support and protect those experiencing long COVID.
To consult with Acas on collective staff grievances about conduct in their place of work.
Oct. 18, 2024 Factsheets
On Oct. 18, 2024, UK GVT issued factsheets regarding the employment rights bill.
Factsheets cover the following areas: Employment Rights Bill overview, Adult Social Care Negotiating Body, Bereavement, Paternity and Unpaid Parental Leave, Fair Work Agency, Fire and rehire, School Support Staff Negotiating Body, Statutory Sick Pay, Trade unions, Unfair dismissal and Zero hours contracts.
On Oct. 21, 2024, UK GVT launched consultation on industrial relations, see #230480.
On Oct. 21, 2024, UK GVT launched consultation on zero hours contracts, #230481.
On Oct. 21, 2024, UK GVT launched consultation on collective redundancy, #230483.
On Oct. 21, 2024, UK GVT launched consultation on strengthening sick pay, #230491.
Oct. 21. 2024 Impact Assessments
On Oct. 21, 2024, UK GVT issued impact assessment on the employment rights bill.
Oct. 30, 2024 Letter on Bill
On Oct. 30, 2024, UKP published letter dated Oct. 10 from secretary of state for work and pensions, relating to measures in the employment rights bill within remit of DWP.
Majority of measures within Bill are led by Secretary of State for Business and Trade.
These include measures to introduce Day 1 rights and protections like Unfair Dismissal and entitlement to Paternity Leave; establish Bereavement Leave; address one-sided flexibility through action on zero-hours contracts; end fire and rehire practices.
Measures within DWP's purview include: removing lower earnings limit to make statutory sick pay available to all employees regardless of their weekly earnings.
Statutory Sick Pay will be calculated as a percentage of their earnings instead of the flat weekly rate; UK GVT will consult on what this percentage rate should be.
Removing waiting days from the Statutory Sick Pay system and amending the Period of Incapacity for Work, so that eligible employees are entitled to Statutory Sick Pay from their first full day of sickness absence, rather than the fourth.
Requirement for large firms to produce and publish a single action plan to cover the Gender Pay Gap actions and actions associated with menopause support.
Commitment to increase awareness of neurodiversity in the workplace.
In Nov. 2024, UK GVT issued reform suite to get Britain working again, see #234914.
In Nov. 2024 UK GVT stated rogue employers to be banned from hiring, see #235170.
Dec. 28, 2024 Responses to Comments on Bill
On Dec. 28, 2024, UKP published letters from UK GVT Department for Business and Trade responding to queries raised during Committee stage of Employment Rights Bill.
Letter to Greg Smith MP concerns new Clause 11, a technical amendment to help ensure efficient implementation, does not contain any powers, but will apply to existing powers in Employment Rights Act 1996 and those added due to provision made by Bill.
Clauses on zero hours provisions (as amended in Committee), contain 32 new powers.
Letter also contains information on a situation where a staff member receives a payment for being on standby regardless of whether work comes up or not.
Letter to Nick Timothy MP responds to comments during Committee stage on clauses already subject to revision within Department before Second Reading, makes clear that when required Bill will be amended to ensure the legislation has the intended impact.
Jan. 14, 2025 UK EHRC Advice on Bill
On Jan. 14, 2025, UK EHRC issued advice to MPs considering Employment Rights Bill.
Committee stage briefing focuses on equality and human rights considerations raised by Bill provisions, including on zero hours contracts, protection from harassment, employers' duties relating to quality, and enforcement of labor market legislation.
UK EHRC found many of Bill's measures have the potential to address labor market equalities, promote right to work and to just and favorable conditions as guaranteed by Articles 6 and 7 of International Covenant on Economic, Social and Cultural Rights.
However, it noted that much of the detail will be provided by secondary legislation, which could limit ability of MPs to understand Bill's potential cumulative implications.
Needs to be sufficiently detailed impact assessment to inform judgments on whether Bill will effectively tackle inequalities, and commitment to monitor impact of legislation.
If Bill to have desired effect must be enforceable, for it to be so, clarity is needed on role of regulators, including UK EHRC, with sufficient resource to ensure compliance.
Document dated Jan. 14, 2025, received from UK EHRC Jan. 15, summarized Jan. 20.
Jan. 16, 2025 Department for Business and Trade Letter
On Jan. 16, 2025, UKP issued a letter dated Jan. 6, 2025, from Justin Madders MP to Chris Law MP re fire and rehire measures, as discussed during the committee stage.
Focused on issues raised re amendments 160 and 161 on fire/rehire measures in bill.
Provides clarity around the policy/practical intent of clause 22 of the Bill which will end unscrupulous fire and rehire tactics that leave workers at the mercy of bullying threats.
Jan. 17, 2025 UK FCA Letter
On Jan. 17, 2025, UK FCA published letter from CEO Nikhil Rathi in response to a letter of Jan. 9, 2025 from the the Chair of Commons Business and Trade Committee.
Committee sought information from FCA on checks it conducts to ensure all legal risks (wherever located) are disclosed when a company wishes to list shares on UK LSE.
Request followed oral hearing of Jan. 7, 2024 on aspects of Employment Rights Bill.
FCA response sets out regulator's role in the listings process and then addresses the specific question on the checks it conducts to ensure all legal risks are disclosed.
Its approval process does not involve detailed verification exercise of the factual accuracy of the prospectus, its role is to ensure that the requisite disclosures have been made so that potential investors can understand the risks of investing in firm.
FCA reviews draft prospectuses to ensure they are compliant with the rules and that all mandatory requirements of Prospectus Regulation covered, checks that prospectus includes the other necessary information to allow investor to make informed decision.
May go through several rounds of drafting before FCA is content to approve it.
Review process also involves certain background checks on the company, senior managers, board members, largely using publicly available information, databases.
Key part of the regime is that the issuer and directors are responsible for the factual accuracy of the statements made in a prospectus, are subject to legal liabilities.
Jan. 27, 2025 Department For Business and Trade Letters
On Jan. 27, 2025, UKP issued 2 letters from Justin Madders MP to Greg Smith MP re Employment rights bill committee debate, dated Jan. 16, 2024 and Jan. 16, 2025.
Letter dated Jan. 16, 2024 relates to schedule 5 amendments and Fair Work Agency.
Explained that amendments to Schedule 5 are about ensuring the Fair Work Agency will be able to work flexibly and collaboratively with other relevant bodies.
This will ensure better protection of workers and businesses alike, by sharing information which is relevant to the enforcement functions of the respective bodies.
Letter of Jan. 16, 2025 concerns whether the bill grants enforcement officers broader authority to enter and search business premises than existing enforcement powers.
Confirmed that new powers of entry will not be stronger than the existing powers.
Mar. 2025 Tabled Amendments to Bill
On Mar. 4, 2025, UK GVT reported it will table amendments to Employment Rights Bill.
UK GVT will set out amendments to Employee Rights Bill (bill) after consultation period with business groups and unions, and will support aim to increase productivity.
In line with Plan for Change, UK GVT will work on improving workers' rights that it sees as a key element and improve daily lives of working people, amongst other things.
In view of the amendments, UK GVT will publish responses to five consultations covering zero-hours contracts through to Statutory Sick Pay.
In this update, UK GVT has made an edit to a stakeholder quote.
On same day, UK GVT published changes to five impact assessments with regard to the Employment Rights Bill, including Day 1 parental leave/paternity leave.
Minor changes to impact assessment on parental/paternity leave corrects typos, figures and applies consistent decimal points and rounding.
Minor updates also made to Employment Rights Bill economic analysis, accordingly.
Time limits have been added in impact assessment on employment tribunal.
Other changes include impact assessment on mandatory seafarers' charter added.
Also implementing international conventions impact assessment has been added.
Mar. 20, 2025 Update
On Mar. 20, 2025, UK GVT updated the bill overview to provide updated FAQ in line with the Employment Rights Bill entering the House of Lords.
In addition, a section entitled Employment Rights Bill analysis was added to the page.
Mar. 27, 2025 House of Lords
On Mar. 27, 2025, UK GVT updated the page as the Employment rights bill entered the House of Lords on Mar. 14, 2025; new factsheets have been added to the page.
Wholesale changes have been made to certain factsheets including bereavement, paternity and unpaid parental leave, fair work agency, fire/rehire, school support staff negotiating body, statutory sick pay, trade unions, unfair dismissal, zero hour contract.
Adult social care negotiating body has been removed from the page.
Apr. 2025 Update
On Apr. 8, 2025, UK GVT updated supporting documents on employment bill.
UK GVT updated supporting documentation for employment rights bill which will update and modernize the legislative framework in relation to employment rights.
The documents have been updated to address amendments made to the Bill during its passage through the House of Commons, in particular the new provisions added, and to reflect the clause numbers of the Bill as introduced into the House of Lords.
In Apr. 2025, UK GVT updated the factsheets re employment rights bill, see #250617.
May 7, 2025 UKP Letters
On May 7, 2025, UKP published letters from Lord Leong to Lord Sharpe of Epsom and Baroness Noakes regarding follow up to the Employments Right Bill committee.
Letter to Lord Sharpe explained government amendment number 14 in detail.
Amendment relates to longer contracts including annualized hours contracts.
Amendment closes the loophole whereby employers could offer a one hour a year contract to avoid their obligations to offer guaranteed hours contracts.
Letter to Baroness Noakes provides explanation of the analysis of the numbers regarding the number of employees working in small and micro businesses in the UK.
UK GVT's economic analysis cites a figure of 13 mn people working in small and micro businesses (SMBs), representing approximate number of people who are employed in SMBs, of which approximately 4 mn are self-employed who run the business.
Using same statistics, it can also be shown there are approximately 9 mn workers in small and micro businesses under contract of employment in return for wage or salary.
This excludes the number of self-employed people who run the business.
These 9 mn workers represent almost 40% of whole private sector and it is important that these workers enjoy the same protections as those with larger employers.
Jun. 9, 2025 Economic Analysis Report Update
On Jun. 9, 2025, UK GVT issued amended the number of small and micro business from 13mn to 9mn in Employment Rights Bill economic analysis report, to reflect the figure used in the Summary impact assessment annex of the same document.
Jun. 10, 2025 Parental Leave Review
On Jun. 10, 2025, UKP published the letter dated Jun. 2, 2025 from Lord Leong to Lord Fox and Baroness Penn regarding parental leave and government’s planned review.
As discussed during the committee stage (third day) of the Employment Rights Bill.
Confirmed that planning for the review is well underway across government, and to provide some more information about the scope and timelines.
Parental leave review will proceed separately to the Employment rights bill measures to make paternity leave and parental leave day one rights, although it will certainly take those changes into account in its consideration of the system as a whole.
Findings of the review not be anticipated being available during the parliamentary passage of the bill, however Noble Lords will be kept updated with progress.
Jun. 12, 2025 Letter on Impact Assessments
On Jun. 12, 2025, UKP published response from Jonathan Reynolds, the bill's sponsor, to letter from Baroness Coffey regarding the impact assessments issued re the bill.
Assures her that all requirements for impact assessments were met, to provide proportionate analysis of impacts on businesses, households and wider economy.
Impact assessments represent best estimate for likely impacts, given current stage of policy development, grounded in best available evidence in conjunction with experts.
Further impact assessments have been issued covering key elements of amendments to bill, has always been intention to refine analysis as policy development continues.
Will issue further impact assessments as bill progresses, and on proposed regulations.
Document dated Jun. 12, 2025, received from UKP Jun. 13, summarized on Jun. 18.
Jun. 19, 2025 Foster Carers, Internships, Impact Assessments
On Jun. 19, 2025, UKP published a letter from Lord Katz to Lord Colville of Culross regarding the Employment rights bill committee stage (sixth day) on internships and prosecutions against employers for national minimum wage offenses.
Responded to the debate of Jun. 3, 2025 on number of prosecutions there have been against employers under National minimum wage act relating to unpaid internships.
Also published a letter from Lord Katz to Lord Watson of Invergowrie re committee stage (third day): amendment 77: statutory leave entitlement for foster carers.
Responded to query raised on May 13, 2025, re assessment undertaken regarding statutory leave entitlement for foster carers foster as envisaged in amendment 77.
Letter published from Lord Leong to Lord Hunt of Wirral regarding committee stage (second day): impact assessment and regulatory policy committee's rating.
Responded to request, raised on May 8 debate, for further information as to ongoing analysis re RPC's red-rating of some impact assessments supporting the bill.
Documents dated Jun. 19, 2025, received from UKP Jun. 23, summarized on Jun. 26.
In Jul. 2025, UK GVT issued parental leave/pay review call for evidence, see #260789.
In Jul. 2025, UK GVT published a roadmap re implementation of the bill, see #260938.
Jun. 26, 2025 Correspondence
On Jun. 26, 2025, UKP issued a letter from Lord Leong to Peers re Employment Rights Bill committee stage debate (seventh and ninth days): correction to statements.
Also issued a letter from Baroness Jones of Whitchurch to Lord Hunt of Wirral regarding issues raised in the Employment rights bill committee stage (eighth day).
Relating to application forms/statements regarding detriment, opting out of political fund contributions on union application forms, 10-yearly opt-out reminders, etc.
Jun. 27, 2025 Further Letter
On Jun. 27, 2025, UKP published a letter of that date from Lord Katz to Baroness Coffey regarding the Employment Rights Bill committee stage debate (eighth day).
Concerns timescales for notice to employers of industrial action and detail of the industrial action notice found in relation to clause 71 of the Employment Rights Bill.
Document dated Jun. 27, 2025, received from UKP Jul. 5, summarized on Jul. 9.
Jul. 7, 2025 Pregnancy Loss Bereavement Leave
On Jul. 7, 2025, UK GVT announced a new amendment to the Employment Rights Bill, expanding rights for bereavement leave to those who experience pregnancy loss.
UK GVT posted impact assessment Amending new right to unpaid bereavement leave to include pregnancy loss on Employment Rights Bill: impact assessments webpage.
Press release explained that families experiencing pregnancy loss before 24 weeks are set to become entitled to protected bereavement leave under the new amendments.
Would give those experiencing loss at any stage a legal right to take unpaid time off.
On same day, UKP issued a letter dated Jun. 30, 2025 from Lord Katz to Lord Clement-Jones regarding the Employment Rights Bill committee stage debate (ninth day).
Concerns the Good Work review and appointment of a freelance commissioner.
Jul. 9, 2025 Statistics
On Jul. 9, 2025, UKP issued letter dated Jul. 9, 2025 from Lord Leong to Baroness Cash regarding clarification on employment statistics referenced in Committee.
UKP also issued letter of Jul. 8, 2025 from Lord Katz to Lord Carter of Haslemere on powers of entry, why requirement to obtain a warrant does not apply to all premises.
Jul. 11, 2025 Letter On Rights from Day One
On Jul. 11, 2025, UKP published letter dated Jun. 26, 2025 from Jonathan Reynolds MP to business representative organisations and trade unions regarding protection against unfair dismissal as a day one right in the Employment Rights Bill.
Document dated Jul. 11, 2025, received from UKP on Jul. 18, summarized on Jul. 23.
Invited to participate in a series of roundtables, ahead of formal consultation,
Jul. 17, 2025 Fair Work Agency Letter, Impact Assessment
On Jul. 17, 2025, UK GVT added impact assessment to the collection, on contractual duties of confidentiality relating to harassment and discrimination.
On Jul. 14, 2025, UKP published a letter from Lord Katz MBE, to Baroness Hamwee, dated Jul. 8, 2025, responding to an email dated Jun. 19, 2025, seeking assurances on the Gangmaster and Labor Abuse Authority's (GLAA)’s transition to Fair Work Agency.
Confirmed the Fair Work Agency will be designated, via legislation, as a first responder for current National Referral Mechanism (NRM), in terms of human trafficking victims.
The Fair Work Agency will be a part of the Department of Business and Trade, not a separate agency, and can therefore cooperate with the Home Secretary without any additional legal requirements needing to be introduced on information sharing rules.
Fair Work Agency will also be required to do what is appropriate to carry out statutory functions, like its co-operation with Independent Anti-Slavery Commissioner (IASC).
To facilitate this cooperation, UK GVT had legislated for information sharing between the Agency and the IASC by specifically including the IASC in schedule 9 of the Bill.
UK GVT takes tackling the scourge of labor exploitation seriously, and do not believe it is sufficient to merely port over what the GLAA already does, and so therefore it is now strengthening the new Fair Work Agency’s powers in this space, through the Bill.
It brings modern slavery offences in scope of Labor Market Enforcement Undertaking and Order regime, creating an additional route for the Agency to tackle the issues present that does not rely just on Slavery and Trafficking Prevention Orders and NRM.
Secondly, it is adding certain Fraud Act offences to the Agency’s remit, allowing it to tackle any serious labor exploitation that falls short of the Modern Slavery threshold.
Jul. 23, 2025 Editorial Update
On Jul. 23, 2025, Reg-Track added Jul. 11 update on UKP letter of Jun. 26, 2025.
Jul. 31, 2025 UKP Letter on Use of NDAs
On Jul. 31, 2025, UKP issued letter of Jul. 24, 2025 from Baroness Jones of Whitchurch to Lord Lucas re misuse of non-disclosure agreements (NDAs) in cases of harassment and discrimination, as discussed during report stage of the Employment Rights Bill.
Concerns in particular government amendment 46 to Bill which seeks to address this.
UK GVT acknowledges that NDAs have their legitimate purposes, but should never be used to take unfair advantage of workers to cover up workplace misconduct.
Will consult on secondary legislation to set out the criteria for a valid NDA in the case of relevant harassment and discrimination, with aim of shifting balance of power away from employers who use NDAs by giving workers more say in whether they want one.
Other matters to be considered regarding the secondary legislation are whether mandatory independent legal advice required, if confidentiality will be time limited.
And will excepted individuals to whom the victim can speak include someone victim knows, such as a friend or relative, and not just independent professionals.
And will non-disparagement clauses also be caught by amendment 46 to the Bill.
Aug. 8, 2025 UKP Letters on Zero Hours and a Correction
On Aug. 8, 2025, UKP published 2 letters related to the Employment Rights Bill, from Baroness Jones of Whitchurch, the first to Lord Hunt of Wirral MBE, dated Jul. 25, 2025 and the second, dated Aug. 1, 2025, to the entire House of Lords, with a correction.
The letter to Lord Hunt of Wirral MBE related to his contributions to the debate on Day 1 of Report Stage of Employment Rights Bill on Jul. 14, 2025, on Zero Hours Contracts.
It confirmed rules relating to short notice payments due when the employer cancels a shift, and clarified they did not apply when an employee missed or transferred work.
It highlighted there is a power to create exceptions to right to short notice payments.
The second letter, to the entire House of Lords, confirmed that during the Report Stage debate on Jul. 23, 2025, Baroness Jones stated, whilst discussing Clause 77 of the Bill, trade unions will be required to set out their political fund expenditure, of over £2000.
Letter confirmed Trade Union Act 2016 introduced additional requirement on unions to provide specific detail of all expenditure paid from political fund on political objects.
UK GVT is removing this provision, with commitment to repeal Trade Union Act 2016.
Trade unions are required to include information related to their finances in annual returns to Certification Officer, copies of which are kept for public inspection, and must report total income and expenditure of political fund in the annual member statement.
The Political Parties, Elections and Referendums Act 2000 requires certain donations and loans to be recorded and reported to Electoral Commission by all political parties.
These requirements will continue to apply after repeal of the Trade Union Act 2016.
Aug. 29, 2025 UKP Letter on Trade Union Expenditure
On Aug. 29, 2025, UKP published letter from Baroness Jones of Whitchurch to Lord Leigh of Hurley regarding the effects of the Employment Rights Bill on trade unions’ reporting of their political expenditure, as discussed during report stage of bill.
Document dated Aug. 28, 2025, received from UKP Sep. 4, summarized on Sep. 9.
Confirmed the bill, when enacted, will mean trade unions no longer required to report to Certification Officer recipients, amounts of payments made from their political fund.
However, unions will still be required to provide a statement to all their members within 8 weeks of submitting their annual return to the Certification Officer.
That statement will continue to specify, the total income and expenditure of any political funds operated by that union during reporting period, and so unions will continue to be accountable to their membership for their political expenditure.
Returning reporting requirements that existed before 2016, and unions’ annual returns (available for public inspection) will include information relating to the governance and finance of the trade union, including the management official of their political funds.
Sep. 2025 Employment Classification, and Tribunals
On Sep. 2, 2025, UKP published letter from Lord Katz to Lord Freyberg regarding questions on standard occupational classification (SOC), with further clarification.
In reference to the fourth day of the report stage on the Employment Rights Bill.
On same day, UKP published letter from Lord Katz to Lord Hunt of Wirral regarding employment tribunals, as per report stage (fourth day) of the Employment Rights Bill.
The SOC letter sets out additional information, including current revision of the UK Standard Industrial Classification (UK SIC), by the Office for National Statistics (ONS).
UK SIC revision and formation of the new SIC2026 considers several criteria, including regulatory or legal requirements, and the impact on data users.
In relation to the employment tribunals letter, Lord Katz sets out government funding.
Specifically, for the financial year 2025-26, UK GVT has committed funding to support 33,900 sitting days with regard in particular for employment tribunals.
Documents dated Sep. 2, 2025, received from UKP Sep. 10, summarized on Sep. 12.
Sep. 15, 2025 Bill Returns to Commons
On Sep. 15, 2025, UK GVT announced that the Employment Rights Bill was returning to the House of Commons, and said the legislation aimed to establish day-one rights to parental leave, end zero-hours contracts, and strengthen statutory sick pay.
UK GVT said it will overturn amendments tabled by the House of Lords, e.g., diluting day-one protection from unfair dismissal, and limits to zero hours contracts ban.
Nov. 2025 Update
On Nov. 27, 2025, UK GVT updated on the Employment Rights Bill as agreement reached with key stakeholders on unfair dismissal elements of the mentioned bill.
Convened constructive conversations between trade unions, business representatives.
Per outcome it will now move forward on issue of unfair dismissal protections in the bill to ensure it can reach Royal Assent and keep to the GVT’s published delivery timeline.
Discussions concluded that reducing qualifying period for unfair dismissal from 24 months to 6 months (whilst maintaining existing day one protection against discrimination and automatically unfair grounds for dismissal) is a workable package.
It will benefit millions of working people who will gain new rights and offer business and employers much needed clarity; to further strengthen these protections, it has committed to ensure unfair dismissal qualifying period can only be varied by primary legislation and that the compensation cap will be lifted; further details are provided.
Dec. 2025 Business Groups and Bill Update
On Dec. 15, 2025, UK GVT Department for Business and Trade published correspondence between six key business organizations and Secretary of State on bill.
Joint letter from British Chambers of Commerce, Chartered Institute of Personnel and Development, Confederation of British Industry, Federation of Small Businesses, Recruitment and Employment Confederation and Small Business Britain.
Update from UKP that both Houses have agreed on text of bill, which goes to final stage of Royal Assent to become Act of Parliament, royal assent scheduled for Dec. 18.
Dec. 18, 2025 Royal Assent
On Dec. 18, 2025, UK GVT announced royal assent of UKP Employment Rights Act 2025 (ERA 2025 (UK)), welcomed by UK ACAS, leaders from business, trade unions.
Replaced Employment Rights Bill overview factsheet with Employment Rights Act 2025 overview factsheet.
Section 19, 37, 78, 154 to 160 in force on date of royal assent; further provisions in force 2 months later on Feb. 18, 2026; remainder on a date to be appointed.
Jan. 2026 Updated Guidance
On Jan. 7, 2026, UK GVT updated impact assessment guidance on Employment Rights Act 2025, changing title of webpage to Employment Rights Act 2025.
Link to research on Assessing the legal and economic implications of the Employment Rights Act 2025 added; Impact assessments on economic analysis and Enactment impact assessment: dismissal for failing to agree to variation of contract updated.
Jan. 8, 2026 Commencement
On Jan. 8, 2026, UK GVT issued Employment Rights Act 2025 (Commencement No. 1 And Transitional And Saving Provisions) Regulations 2026 (StIn 2026/3).
Reg 2 brings specified provisions of the 2025 Act into force on Jan. 6, 2026 (ie day after the day on which the Regulations are made); paras (2), (3) and (5) bring into force in full or in part ss 1 to 6 and 8 of, and related Schs 1 and 2 to, the 2025 Act.
Para (4) brings into force s 7 of 2025 Act, which repeals Workers (Predictable Terms and Conditions) Act 2023; paras (6) to (8) bring into force ss 9, 16, 17 of 2025 Act; para (9) brings into force s 18(2)-(4), (10), (11) for purposes of making regulations.
Para (10) brings into force, in part, s 24 of the 2025 Act to enable the making of regulations in anticipation of s 24 coming fully into force; para (11) commences s 26 and para (12) commences, in part, s 27, which will enable regulations to be made.
Paras (13) to (17) commence ss 28, 29, 30, 32, 36 to enable making of regulations; paras (18) to (24) and (37) bring into force specified provisions of Part 4 and Sch 6.
Paras (25) to (34), (38) to (40) bring into force, in full or in part, ss 90, 91, 103, 104, 108, 118, 135, 143, 149, 151, Schs 7, 10, 11 to enable the making of regulations.
Para (35) brings into force s 153 which amends section 236 of the 1996 Act to make further provision in relation to orders and regulations made under that Act.
Reg 3 brings into force, in part, ss 15 to 17 of the 2025 Act on Feb. 18, 2026; paras (2), (3)(b) bring ss 15, 16 partially into force to enable the giving of notices and evidence in relation to parental leave prior to those sections coming fully into force.
Paras (3)(a), (4) bring ss 16, 17 into force where a child’s mother or adopter dies; reg 3 also commences on Feb. 18, 2026 ss 31, 57, 76, 77, 79, 81.
Reg 4 brings ss 15 to 17 into force, in so far as not already in force, on Apr. 6, 2026; reg 5, Sch 1 makes transitional and saving provision in relation to the amendments made by ss 16 and 17 of the 2025 Act and brought into force by the Regulations.
Reg 6, Sch 2, makes savings and transitional provisions.
On the same date UK GVT issued guidance to accompany the commencement regulations, in particular reg 6 and Sch 2, noting it may help employers, unions and workers prepare for the provisions coming into force on Feb. 18, 2026.
Jan. 11, 2026 Press Statement
On Jan. 11, 2026, UK GVT Department of Business and Trade, and Prime Minister's office published statement on how stronger parental leave right will give millions of working families the security they deserve, as provisions enter into force in Apr. 2026.
States over 18mn workers across UK to benefit from stronger protections at work, with most insecure workers to gain the most, and changes to create more secure jobs and raise living standards, ensuring economic growth felt by working people across UK.
Statutory instruments to be laid in Parliament on Jan. 12, 2026 concerning parental and paternity Leave, a bereaved partner’s paternity leave, application of s 80B of Employment Rights Act 1996 to parental order cases and adoptions from overseas.
Statutory Instruments for the statutory sick pay changes in the Employment Rights Act 2025 will follow in the coming months, ahead of implementation in April.
In Jan. 2026 UK GVT issued regulations under Employment Rights Act see #283094.
Jan. 14, 2026, Draft SIs Published
On Jan. 14, 2026, UK GVT published draft statutory instruments for Bereaved Partner’s Paternity Leave Regulations 2026, Employment Rights Act 1996 (Application of s 80B to Parental Order Cases) (Amendment) Regulations 2026 and Employment Rights Act 1996 (Application s 80B to Adoptions from Overseas) (Amendment) Regulations 2026.
In Jan. 2026, UK GVT issued draft regs under Employment Rights Act, see #283567.
In Jan. 2026, UK ACAS consulted on some updates to trade union code, see #283927.
Feb. 2026, Updated Implementation Timeline
On Feb. 3, 2026, UK GVT Department for Business and Trade published updated timeline for Plan to Make Work Pay and updated implementation roadmap for Employment Rights Act 2025, including balloting for statutory trade union ballots.
Feb. 4, 2026, Statutory Recognition Scheme
On Feb. 4, 2026, UK GVT Central Arbitration Committee (CAC) published statement on statutory recognition scheme being reshaped under new Employment Rights Act 2025.
Unions will no longer need to demonstrate most workers in a proposed bargaining unit likely to support recognition, removing requirement for petitions or similar evidence, where recognition decided by ballot, unions only need a simple majority of votes cast.
Directs readers to updated timeline for act and guidance on trade union requirements.
Feb. 11, 2026 Timeline Update
On Feb. 11, 2026, UK GVT published an amended timeline document, with timetable section on including information on the measures that will take effect on Apr. 1, 2026.
Feb. 12, 2026 Fair Work Agency Responsibilities
On Feb. 12, 2026, UKP issued letter of Feb. 5, 2026 from Lord Katz to Baroness Smith of Llanfaes on responsibilities of the Fair Work Agency (FWA) regarding enforcement.
After an oral Parliamentary question on International Labour Organisation (ILO) Convention 190, in responding to question Lord Katz made references to enforcement arrangements and the new FWA, letter further clarifies his response to oral question.
Stresses that while Employment Rights Act 2025 establishes FWA as new enforcement body, it will not enforce every provision contained within this Act.
Rather, it will be responsible for enforcing specific employment legislation within its remit, with power to expand remit over time in response to labor market changes.
Enforcement of relevant workplace protections still rests with appropriate bodies such as Equality and Human Rights Commission which will remain the body responsible for enforcing and monitoring equality and equal rights law.
Mar. 2026 Parental Order Cases Instrument
On Mar. 11, 2026, UK GVT issued statutory instrument (StIn 2026/236) re BPPL regs.
The Employment Rights Act 1996 (Application of Section 80B to Parental Order Cases) (Amendment) Regulations 2026 to implement a new statutory leave entitlement.
This is the Bereaved Partner's Paternity Leave as per the Bereaved Partner's Paternity Leave Regulations 2026 (BPPL regulations), as a form of extended unpaid leave.
In relation to ss. 80A and 80B, Employment Rights Act 1996 (1996 Act), following amendments made by the Paternity Leave (Bereavement) Act 2024 (2024 Act).
The statutory instrument (StIn 2026/236) is effective Mar. 10, 2026.
In Mar. 2026, UK GVT issued paternity leave regulations for partner, see #290311.
In Mar. 2026, UK HMRC said employers penalised for underpayments, see #290845.
Mar. 18, 2026 Increase of Limits Order
On Mar. 18, 2026, UK GVT issued statutory instrument (StIn 2026/310) on the Employment Rights (Increase of Limits) Order 2026 and explanatory memorandum.
From Apr. 6, 2026 this order raises the limits (maximum or minimum) applying to certain awards of Employment Tribunals and other amounts payable under legislation.
Specifically, employment legislation, as set out in the schedule to this order.
This follows the rise in the retail prices index (RPI) between Sep. 2024-Sep. 2025 which is +4.5% as per formula of s. 34, Employment Relations Act 1999 (ERA 1999).
The statutory instrument StIn 2026/310 becomes effective Apr. 6, 2026.
In Mar. 2026, UK GVT issued ERA 2025 (commencement No. 2), see #291200.
Mar. 26, 2026 Commencement 3, Transitional Provisions
On Mar. 26, 2026, UK GVT issued statutory instrument (StIn 2026/373 C.33) with regard to the Employment Rights Act 2025 commencement and transitional provisions.
The Employment Rights Act 2025 (Commencement No. 3 and Transitional Provisions) Regulations 2026, commences ss. 10-13, Employment Rights Act 2025 (c. 36).
This commences provisions relating to statutory sick pay, and the regulations also contain transitional provisions re employees who are unable to work immediately.
Specifically, employees unable to work before Apr. 6, 2026 due to illness, and who continue to be unable to work due to illness on or after that date.
Sections 10 through 13 of the 2025 Act become effective Apr. 6, 2026.
In Apr. 2026, UK GVT issued call for evidence on the TUPE regulations, see #293418.
In Apr. 2026, UK GVT issued consultation on draft code, right of access, see #293446.
In Apr. 2026, UK GVT issued consultation on regulations for NDAs, see #294047.
Apr. 2026, Implementation Timeline Updated
On Apr. 15, 2026, UK GVT Department for Business and Trade published updated timeline for Plan to Make Work Pay and updated implementation roadmap for Employment Rights Act 2025, to add regulations on non-disclosure agreements to the measures that will take effect in 2027.
In Apr. 2026 UK GVT consulted on draft code of practice for employers, see #294304.
May 2026 Commencement 4 Regulations
On May 29, 2026, UK GVT issued statutory instrument (StIn 2026/559), made on May 26, re Employment Rights Act 2025 commencing transitional and saving provisions.
These are Commencement No. 4, Transitional and Saving Provisions Regulations 2026.
As such, the regulations commence section 25 of, and Schedule 3 to, the Employment Rights Act 2025 (c. 36) (2025 Act), which is in relation to unfair dismissal.
This includes the partial commencement of s. 25(5) to the 2025 Act, and paragraph 5 of Schedule 3 to the 2025 Act is commenced, on Jul. 1, 2026.
Also, the regulations make amendments in consequence of the repeal of section 124 of the Employment Rights Act 1996 (c. 18) by section 25(3) of the 2025 Act.
The remainder of s. 25 of, and Schedule 3 to, the 2025 Act commence Jan. 1, 2027.
Regulation 4 of the regulations sets out transitional and saving provisions for cases where the effective date of termination is either on or after, or before, Jan. 1, 2027.
Jul. 2026 Implementation Timeline Updated
On Jul. 16, 2026, UK GVT Department for Business and Trade updated the implementation timeline for the Employment Rights Act to capture measures that will take effect from Apr. 6, 2026 onwards.
In Aug. 2026, UK ACAS said 1 in 5 employers not confident on rules, see #308874.
Aug. 7, 2026 Make Work Pay Timeline
On Aug. 7, 2026, UK GVT Department for Business and Trade updated Implementing the Plan to Make Work Pay and Employment Rights Act webpage with revised timeline.
Plan to Make Work Pay & Employment Rights Act: timeline update confirmed electronic and workplace balloting for statutory trade union ballots takes effect Aug. 25. 2026.
In Sep. 2026, UK ACAS published poll results re sexual harassment changes, see #311659.
Sep. 2026 Commencement Order
On Sep. 4, 2026, UK GVT published the Employment Rights Act 2025 (Commencement No. 5 and Transitional Provisions) (Amendment) Regulations 2026 (StIn 2026/954), issued by UK DSIT's Secretary of State, extending time limit for employment tribunals.
Brings into force, on Oct. 1, 2026, provisions which extend time limits for instituting claims to employment tribunals from three to six months, with transitional provisions.
Regulations also make changes to correct errors in an earlier commencement order.
Sep. 25, 2026 Make Work Pay Timeline
On Sep. 25, 2026, UK GVT Department for Business & Trade updated Plan to Make Work Pay and Employment Rights Act timeline on measures effective from Oct. 2026.
Oct. 2026 Commencement Regulations, Transitional Provisions
On Oct. 6, 2026, UK GVT published the Employment Rights Act 2025 (Commencement No. 6 and Transitional and Saving Provisions) Regulations 2026 (StIn 2026/1065).
Reg 3 of the Regulations brings ss 20-22, 56, and Sch 5 into force on Oct. 30, 2026; it also brings ss 59, 60, 64, 65, and Sch 6 into force so far as not already in force on the same date.
Regs 4-6 set out transitional provisions in relation to Sch 6 of the 2025 act concerning trade union recognition and derecognition.
Regs 7, 8 set out transitional provisions in relation to s 64 (facilities provided to trade union officials and learning representatives) and s 65 (facilities for equality representatives) respectively.
In Oct. 2026, UK GVT issued draft employment rights act 2025 regs, see #316180.

Regulators

UK ACAS; UK DSIT; UK EHRC; UK GVT; UKP

Entity Types

Corp

Reference

StIn 2026/1065, 10/6/2026; PR, Gd, 9/25/2026; StIn 2026/954, 9/4/2026; Gd, PR, 8/7/2026; Gd, PR, 7/16/2026; StIn 2026/559, 5/29/2026; PR, 4/15/2026; StIn 2026/373, 3/26/2026; StIn 2026/310, 3/18/2026; StIn 2026/236, 3/11/2026; PR 2/12/2026; Lt DEP2026-0098, 2/5/2026; PR 2/11/2026; PR 2/4/2026; Gd, PR, 2/3/2026; PR, 1/14/2026; PR, 1/11/2026; Gd, StIn 2026/3, 1/8/2026; PR 1/7/2026; Act ERA 2025 (UK), PR, Info 12/18/2025; Lt, PR, 12/15/2025; PR 11/27/2025; PTR, 9/15/2025; Lt DEP2025-0600, Lt DEP2025-0601, 9/2/2025; Lt DEP2025-0598, PR 8/29/2025; PR 8/8/2025; Lt DEP2025-0558, 8/1/2025; Lt DEP2025-0563, 7/25/2025; PR 7/31/2025; Lt DEP2025-0522, 7/24/2025; PR 7/17/2025; PR DEP2025-0506, 7/11/2025; Lt DEP2025-0497, 7/14/2025; Lt DEP2025-0480, 7/9/2025; Lt DEP2025-0479, 7/8/2025; Rp, IA DBT-074-25-CMRR, PR, 7/7/2025; Lt DEP2025-0443, 6/30/2025; Lt DEP2025-0437, 6/27/2025; Lt DEP2025-0423, Lt DEP2025-0417, Lt 6/26/2025; Lt DEP2025-0388, Lt DEP2025-0389, DEP2025-0390, 6/19/2025; Lt DEP2025-0369, 6/12/2025; Lt DEP2025-0351, 6/10/2025; PR 6/9/2025; Lt DEP2025-0289, DEP2025-0288, 5/7/2025; PR 4/8/2025; PR 3/27/2025; PR, 3/20/2025; Gd, PR, 3/4/2025; PR, 1/27/2025, Lt DEP2025-0034, 1/16/2025, Lt DEP2025-0033, 1/16/2024; PR, 1/16/2025; Lt 1/17/2025; PR, 1/16/2025; Lt 1/9/2025; Mt 1/7/2025; Lt DEP2025-0006, 1/6/2025; Rp, PR 1/14/2025; PR 12/28/2024; Lt DEP2024-0825, Lt DEP2024-0824, 12/16/2024; PR 10/30/2024; Lt 10/10/2024; PR 10/21/2024; PR, Gd 10/18/2024; PR 10/10/2024; Citation: StIn 2026/3; ERA 2025 (UK); StIn 2026/236; StIn 2026/310; StIn 2026/373; StIn 2026/559; StIn 2026/954; StIn 2026/1065;

Functions

Compliance; HR; Human Rights; Legal; Operations; Outsourcing; Privacy; Reporting; Risk

Countries

United Kingdom