Given this has been a whirlwind of a process, we are going to pause, reflect and provide a full update in January 2026.

Whilst some trade union measures will come into force immediately, and some after a period of 2 months, the rest will come into force over a period of time with more consultations to come. There is a question mark over whether all the reforms (e.g. those in relation to zero-hour contracts) will even get as far as coming into force due to time involved in consulting and creating new regulations. We will see.

In the meantime, some information from Gov.uk:

• 'Over 15 million people across the UK are expected to benefit as the Employment Rights Act receives Royal Assent'.
• 'New day one rights will now allow 32,000 more dads and partners each year to take paternity leave and 1.5m more parents to take unpaid parental leave. This will support working families to juggle the modern demands of work with raising children'.
• 'New statutory sick pay reforms mean up to 1.3m low paid employees will now be able to take time off when they’re sick without worrying about not being paid'.
• 'Employees who are going through the toughest personal circumstances will also be afforded dignity at work, with up to 2.7m employees a year to gain the right to the new bereavement leave entitlement'.
• 'The number of workers on zero hours contracts has risen over the past decade to over 1 million. These workers, who are often the lowest paid in society, will now benefit from new protections against exploitative contracts – ranging from the right to a contract that reflects the hours they work, to compensation if their shifts are cancelled at short notice'.
• 'And while people used to have to wait two years before being protected from unfair dismissal, they will now be entitled to this right six months after starting a new job'.

If you would like tailored advice on how these reforms could affect your organisation, please get in touch at victoria.hall@impactlawyers.co.uk or contact@impactlawyers.co.uk.