If it feels like everyone is talking about the Employment Rights Act right now, that’s because this really is one of the biggest shake-ups to UK employment law in decades. It’s changing how people are employed, how they take leave, how absence is managed, and how workplace rights are protected. It’s wide-ranging, and for many business leaders it lands at a time when there’s already a lot to think about.

We’re hearing the same questions again and again. What’s actually changing? When do we need to act? And how do we make sure we’re compliant?

As part of the Shaw Gibbs Group, we work closely with employers, HR directors, senior decision makers and line managers to provide clear, practical HR support. Here, we have pulled together our most useful Employment Rights Act tools and support to help you prepare with confidence.

Understanding the timeline

One of the most important things to grasp early on is that the Employment Rights Act isn’t a single event. The changes are being introduced in phases, rolling through 2026 and into 2027. That alone can make it feel harder to manage, particularly if you’re trying to run a business at the same time.

April 2026 is a key point where many of the most impactful changes come into force, and it’s where preparation really starts to matter. Knowing what’s changing, and when, puts you in a much stronger position to plan properly rather than react at the last minute.

To help with this, we’ve created an Employment Rights Act Roadmap. It gives you a clear overview of the timeline, highlighting when different elements take effect and where the pressure points are likely to be. Click the link above to download from our website.

Get up to speed quickly

You don’t need to know every detail of the legislation to be ready. What you do need is the right guidance, explained clearly and in a way that makes sense for your business.

That’s one of the reasons we created our on-demand webinar, “Essential Employment Rights Act 2025: What every employer needs to know”, available for you to watch when it suits you. It cuts through the jargon and focuses on the parts of the Act that will matter most to business leaders and particularly, those managing people.

You’ll hear practical insight into what’s changing, where the biggest business impacts are likely to be, and what you can start doing now.

A closer look at April 2026

Let’s talk about April 2026 in a bit more detail, because this is where several of the most significant changes take effect and where your preparation really needs to step up.

One of the biggest shifts is around statutory sick pay. From April, sick pay will become a day one right. That means employees will no longer need to wait until the fourth day before qualifying. The change will affect how absence is managed, and how managers handle conversations about sickness.

Family-friendly leave is also changing, with paternity and parental leave becoming available from the first day of employment, and bereavement extending beyond parents. These changes are intended to give greater protection and flexibility to working parents and carers. In practical terms, this means reviewing how requests are handled, how managers communicate decisions and how consistent the experience is across teams. In addition to creating clear policies, managers need to feel confident having supportive, informed conversations.

For employers planning restructures or facing the possibility of collective redundancies, there’s an important shift. The maximum protective award for failing to properly consult on collective redundancies is expected to double, increasing the potential cost exposure from 90 days’ pay to 180 days’ pay. This makes disciplined, timely consultation all the more important if your business is considering workforce changes.

A common link between all these changes is greater emphasis on fairness, transparency and consistency. Policies that haven’t been reviewed recently may no longer reflect legal reality. Managers will need clearer guidance, not just on what the rules are, but on how to apply them in real situations.

Our upcoming webinar, “Employment Rights Act: Your April 2026 implementation guide”, will help you prepare for this. The free session on March 4, from 10am to 10:45am, focuses on the steps you can take now to be ready. Book your place here.

Understanding where you stand

Once you understand what’s coming, the next question should be, “where do we stand today?”

We’ve developed a free 2026 Compliance Checklist to help you answer exactly that. It’s a self-assessment tool that lets you work through your current practices and compare them against the new requirements. It highlights gaps, and gives you a clearer picture of what needs attention, including if any of your practices are putting you at risk.

Completing the checklist is a solid starting point for planning next steps, whether that’s updating policies, training managers, or reviewing processes.

Download the checklist here.

Expert support when you need it

Knowing what the Act says and knowing how to put it into practice are two very different things. That’s where expert support can help.

Expert HR support can help you implement the gaps flagged in your Compliance Checklist. This includes updating specific policies, sense-checking your approach or carrying out a broader ERA readiness review. Having experienced guidance can save significant time, reduce risk and avoid costly missteps.

We offer a free 30-minute consultation to talk through your checklist results and discuss next steps. We’ll explore what support, if any, would be helpful. You can reach us at info@realityhr.co.uk  or on 01256 328 282.

The Employment Rights Act is now law, and its phased rollout means you have some time to prepare – but not long. Getting ahead of these changes now protects your business, supports your people and removes any last-minute stress.

We recommend you download our Employment Rights Act Roadmap, watch the on-demand webinar, register for the free March session, complete the Compliance Checklist, and book your free consultation if you’d like to talk things through.

If you have any questions, please contact me or a member of the Reality HR team on: 01256 328428 or email: info@realityhr.co.uk