While several Employment Rights Act changes have already taken effect in April 2026, many more are scheduled throughout the rest of 2026 and into 2027.
At ZEST HR, we have organised the new laws into clear milestones so you can see what has changed, what is coming next and when action is required.
Here are the Employment Rights Act milestones you need to be aware of:
Milestone 1: What changed in April 2026
These changes are already in force. They should now be reflected in your documentation, processes and manager handling.
Key changes
- Extended collective redundancy protective awards up to 6 months’ pay
- Day 1 Paternity Leave and Day 1 Unpaid Parental Leave
- Bereaved Partner’s Paternity Leave
- Statutory Sick Pay from Day 1 with no lower earnings limit
- Strengthened whistleblowing protections, including disclosures linked to sexual harassment
- Simplified trade union recognition process
- Establishment of the Fair Work Agency
- Updated menopause and gender equality guidance
What this means for your business
You may need to review and update:
- policies and contracts
- sickness and family leave arrangements
- manager training on new entitlements and processes
- compliance practices around consultations and investigations
Many employers are still working from documentation written years ago, so this is the point where inconsistencies often begin to show.
Milestone 2: Prepare now for 6-month dismissal rights from 1 July 2026
From 1 July 2026, anyone you hire will gain unfair dismissal protection after 6 months of service. The right becomes fully effective from January 2027.