Employment Rights Act: Your HR Roadmap

The Employment Rights Act (ERA) is set to bring some big changes over the next couple of years, and 2026 is going to be a  busy year for HR and business leaders alike. With changes touching everything from parental leave to whistleblowing, trade unions, and protections against harassment, staying ahead isn’t optional - it’s essential. 

If you’re feeling a bit overwhelmed, don’t worry, you’re not alone. This blog gives a  high-level roadmap  of what’s coming in 2026 and 2027, what it means for your business, and what you can do now to get ahead. 

Timeline of Key ERA Changes

18 February 2026

• Simplifying trade union requirements, including industrial action notices and ballots 

• Removing 10-year ballot requirement for trade union political funds 

• Dismissal protections for employees taking industrial action 

• Newly eligible employees can give notice for ‘Day 1’ Paternity Leave and Unpaid Parental Leave 

6 April 2026

• Collective redundancy protective award doubles 

• ‘Day 1’ Paternity Leave and Unpaid Parental Leave take effect 

• Whistleblowing protections for sexual harassment disclosures 

• Bereaved Partners’ Paternity Leave (up to 52 weeks) 

• Statutory Sick Pay changes: removal of the Lower Earnings Limit and waiting period 

• Voluntary action plans on gender equality and menopause guidance 

• Duty to keep holiday records for 6 years

• Simplified trade union recognition process 

7 April 2026

• Establishment of the Fair Work Agency 

August 2026

• Electronic and workplace balloting for statutory trade union ballots 

October 2026

• Fair Pay Agreement Adult Social Care Negotiating Body established 

• Procurement: two-tier code 

• Tightening tipping law 

• Duty to inform workers of their right to join a trade union

• Strengthened trade union access and protections 

• Duty for employers to take “all reasonable steps” to prevent sexual harassment, including by third parties 

• Employment tribunal time limits updated 

• Other trade union and industrial relations updates 

December 2026

• Mandatory Seafarers’ Charter begins 

January 2027

• Unfair dismissal qualifying period reduced to 6 months 

• Compensatory awards uncapped 

• Fire and rehire protections 

2027 and beyond

• Gender equality and menopause action plans become mandatory 

• Enhanced dismissal protections for pregnant women and new mothers 

• Steps to prevent sexual harassment are clarified and regulated 

• Blacklisting protections extended 

• Flexible working, bereavement leave, and zero-hours contract reforms 

• Collective redundancy thresholds updated 

• Electronic balloting for recognition/derecognition 

What This Means for Your Business

In short?  Everything that touches your people, policies and processes. 

From contracts to grievance procedures, managers’ knowledge, and risk assessments, there’s a lot to get ahead of. Some changes are already voluntary, others are mandatory, but the key is planning early so you’re not scrambling when the changes take effect. 

Areas to focus on now: 

• Review contracts and policies  – ensure they align with upcoming ERA requirements. 

• Update processes  – grievances, probation, performance management, and whistleblowing procedures may need changes. 

• Train managers and leaders  – they need to understand the new obligations and how to act day-to-day. 

• Plan communications  – keep employees informed, particularly around new leave rights, protections, and reporting channels. 

• Assess risk  – for example, where sexual harassment, industrial action, or other protected behaviours could arise. 

How Streetwise HR Can Help 

We get it, this is a lot. And that’s why business owners and HR teams lean on us: 

• Policy and process updates  – we make sure your documents are compliant, practical, and easy to follow. 

• Manager and team training  – from leadership skills to handling harassment and absence, we upskill your teams to tackle the changes confidently. 

• Project support and mentorship  – if you need a second pair of hands or a sounding board for tricky cases, we’re here. 

• Action planning  – we help you map out the ERA changes, prioritise what needs doing, and create practical next steps. 

The ERA changes are coming and being proactive now isn’t just about compliance; it’s about  protecting your business and empowering your people.