The Employment Right Act 2025, passed in December 2025, introduces a major programme of employment reform, with the first phase of changes coming into force in April 2026. Further measures will follow through 2026-2027.
Key changes now in force (April 2026)
- Statutory Sick Pay (SSP) now applies from day one of absence and to lower-paid workers
- Day-one rights to paternity leave and unpaid parental leave
- New entitlement to bereaved partner’s leave (up to 52 weeks)
- Stronger redundancy penalties (up to 180 day’s pay per employee)
- Expanded whistleblowing protections, including for reporting sexual harassment
- Established of the Fair Work Agency to strengthen enforcement
Implications for charities
- Increased cost pressures
- Changes to SSP, minimum wage and leave entitlements means ore staff qualify for paid support from day one. This may increase staffing costs, particularly for charities with part-time or lower-paid workforces.
- Policy and compliance requirements
- HR policies, employment contract and staff handbooks should be updated to reflect new legal entitlements.
- Greater governance responsibility
- Trustees and senior leaders should ensure appropriate oversight of workforce practices.
More guidance on the implications and advice is available from the following:
Government – ACAS – NCVO



