New employment laws come into force today [Monday, 6 April], as part the ‘biggest upgrade in workers’ rights in a generation’.
From today, North West businesses will face a raft of new reforms intended to bring the world of work into the 21st century, transforming workplace law.
The changes, as part of the Employment Rights Act 2025, which received Royal Assent in December 2025, include new day one rights that will allow more fathers to take paternity leave each year, new rights for bereaved partners, as well as reforms that will double the protective award for failure to inform and consult on collective redundancies.
In addition, Statutory Sick Pay (SSP) will now be payable from day one of the first full day of absence, with sexual harassment becoming a ‘qualifying disclosure’ under whistleblowing law. The Employment Rights Act will also see the introduction of a new enforcement body, The Fair Work Agency, as well as a requirement for employers with 250 or more employees to create action plans around menopause and gender pay gaps. This is voluntary from today, but will become mandatory in 2027.
Jack Harrington, employment partner at Pannone Corporate, commented: “The second wave of changes under the Employment Rights Act is a significant turning point for employers, as well as millions of workers across the North West and the UK as a whole.
“While it’s essential to address each area of reform in isolation, following the necessary guidance and legislation, regional businesses will be well served by taking a more holistic approach – incorporating a robust approach in everything they do and ensuring that areas such as equality become part of the cultural fabric of their business.”
The changes that have come into effect today will be followed by a series of reforms over the next two years, covering trade unions, unfair dismissal, fire and rehire, pregnancy and maternity rights, as well as time limits for making a claim to an employment tribunal.
Harrington added: “Today’s regulations follow the commitment by the government to implement employment law changes aimed at promoting equality and preventing harassment in the workplace. This is a significant ask for employers. There is a real onus on businesses to manage their obligations under the Employment Rights Act proactively and transparently, ensuring there are clear and updated procedures and policies in place to reflect the changes that have come into force.”
In addition, from today [6 April 2026], potential liability for discrimination claims has increased for employers, as part of an annual update to the ‘Vento bands’ – UK Employment Tribunal guidelines for calculating compensation in discrimination and whistleblowing cases. As well as unlimited financial compensation, an employee could receive up to £62,900 for the most serious ‘injury to feelings’ under the amendments – up from £60,700 in 2025. In the most exceptional cases, this could exceed the £62,900.