As the Employment Rights Act 2025 ushers in one of the most significant updates to UK employment law in recent years, schools and trusts will need to prepare for a wide range of changes coming into effect from April 2026 onwards. These reforms strengthen employee rights, expand family‑friendly provisions, and place new responsibilities on employers.
 Here are the key changes that will come into effect in April 2026:
- Trade union recognition: the rules on trade union recognition will be simplified to make it easier for trade unions to get recognition
- Statutory Sick Pay reform (day one SSP and wider eligibility)
- Paternity leave and parental leave available from day one
- Day one family, parental, and bereavement leave rights
- Introduction of bereaved partners’ paternity leave
- Compensation for failure to collectively consult will be increased from 90 days to 180 days gross pay
- Sexual harassment: the definition of a protected disclosure will include those where sexual harassment has occurred, is occurring, or is likely to occur
Further legislation changes that are due to take effect from October 2026 include:
- Duty to prevent harassment; employers will need to take ‘all reasonable steps’ to prevent harassment (including sexual harassment) in the workplace and by third parties
- Expanded Trade Union rights; new right to a statement informing workers of their right to join a trade union
- Time limits for employment tribunal claims will increase from three months to six months
Changes that will take effect in January 2027:
- Unfair dismissal rights after six months
The full timetable of changes can be found here.
We are assisting our HR Consultancy clients in meeting the new legislative requirements. If you are not currently an HR Consultancy client but wish to learn more about these changes or need help ensuring your compliance, please contact us at services@schoolschoice.org.
