The Employment Rights Act 2025 brings the biggest shake-up of employment law in a generation. Michael Johnson, partner at Bendles Solicitors and part of the firm’s employment law team, looks at the changes from April 6
and what employers should be doing now
For employers across Cumbria, the new Employment Rights brings some of the most far-reaching employment law changes seen in a generation.
While many of the reforms are being phased in gradually, crucially for employers several key measures come into force from April 6 2026, making this a critical moment for employers to act.
One of the biggest changes is the expansion of day-one employment rights.
From April, employees are entitled to statutory sick pay, paternity leave and unpaid parental leave from their first day of employment.
This means businesses need to review contracts, policies and onboarding processes, particularly where workforces include part-time, seasonal or lower-paid staff who will be newly entitled to day-one statutory rights following the removal of earnings thresholds.
There are also important changes already underway around trade union activity and dismissal protection, which strengthen protections for employees involved in industrial action and reduce procedural barriers for unions.
Further reforms are set to be introduced next year including the qualifying period for unfair dismissal being reduced from two years to six months, new statutory bereavement leave, stronger protections for pregnant employees, tighter rules on zero-hour and low-hours contracts, and mandatory gender equality and menopause action plans for larger employers.
The Government has been clear that these reforms are intended to create a fairer, more productive workplace.
However, for employers they also bring legal and financial implications, from increased statutory sick pay costs to additional administrative responsibilities.
These changes also come at a time when employers are already facing increased cost pressures, with higher employer National Insurance contributions taking effect from April further impacting payroll budgets.
My advice to employers is simple: stay informed and act now.
This is the time to audit employment contracts, update workplace policies, review HR procedures, train managers and take advice on how the new rules apply to your business.
At Bendles Solicitors, we are supporting employers across Cumbria to navigate these changes with confidence, ensuring they remain compliant while continuing to focus on running successful, resilient businesses.
Michael Johnson is part of the employment law team at Bendles Solicitors.
Based in Carlisle, the specialist team also includes solicitor Emma Clare, trainee solicitor Shaun Bailey, and HR specialist Eileen Longcake.
Contact the team on 01228 522215 or email [email protected]
