{"id":16791,"date":"2026-05-01T22:27:23","date_gmt":"2026-05-01T22:27:23","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=16791"},"modified":"2026-07-27T14:58:41","modified_gmt":"2026-07-27T14:58:41","slug":"employment-rights-act-era-changes-implemented-so-far","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/","title":{"rendered":"The ERA era: The changes implemented so far"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">by <strong>Laura Merrylees, Susie Munro, Zeba Sayed <\/strong>and <strong>Robert Shore<\/strong><\/p>\n\n\n\n<p class=\"\">The Employment Rights Bill, described as&nbsp;&#8220;the greatest shift in employment legislation in decades,&#8221; received Royal Assent on 18 December 2025 and passed into law as the Employment Rights Act 2025 (ERA). That doesn&#8217;t mean all the workplace law reforms it contains came into force immediately, however. Here we set out the changes that have been enacted so far \u2014 and what HR should do about them.<\/p>\n\n\n\n<p class=\"\">The ERA is a wide-ranging programme of employment law reforms, touching on everything from flexible working to unfair dismissal, and secondary legislation is generally required to bring the different strands of legislation into force.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-february-2026-changes\">The February 2026 changes<\/h2>\n\n\n\n<p class=\"\">In February 2026 the Government updated its&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">timeline<\/a>&nbsp;setting out the implementation dates for individual measures, and on 18 February phase one of the trade union law reforms came into effect. This repealed much of the Trade Union Act 2016, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Reforming industrial action ballots<\/li>\n\n\n\n<li class=\"\">Removing 40% support threshold for industrial action in &#8220;important public services&#8221;<\/li>\n\n\n\n<li class=\"\">Extending the mandate for industrial action from six to 12 months<\/li>\n\n\n\n<li class=\"\">Removing conditions that were introduced in May 2024 to the check-off process in the public sector<\/li>\n\n\n\n<li class=\"\">Extending protection against dismissal for taking industrial action to the length of the strike (previously 12 weeks)<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-april-2026-changes\">The April 2026 changes<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"extended-eligibility-for-statutory-sick-pay\">Extended eligibility for statutory sick pay (SSP)<\/h3>\n\n\n\n<p class=\"\">From 6 April 2026, the Employment Rights Act 2025 makes SSP available to all workers, by removing:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">The three-day waiting period, so SSP is payable from the first day of a period of sickness<\/li>\n\n\n\n<li class=\"\">The requirement to earn at least the lower earnings limit<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employees are now entitled to the current rate of SSP, or 80% of their average weekly earnings if that is lower.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Review your budget:<\/strong> If your organisation currently pays only SSP, prepare for an increase in costs resulting from more employees being eligible, and payment being required for the first few days of absence.<\/li>\n\n\n\n<li class=\"\"><strong>Audit current practice: <\/strong>Prepare for a potential increase in short-term absence (and decrease in presenteeism). Ensure that current absence management processes are effective and&nbsp;provide training for line managers&nbsp;where necessary.<\/li>\n\n\n\n<li class=\"\"><strong>Review benefit provision: <\/strong>Weigh up the potential positive impact on recruitment and retention of introducing an enhanced contractual sick pay scheme. If you already enhance sick pay, consider whether your scheme remains an attractive benefit, or whether further enhancement is an option.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"establishment-of-the-fair-work-agency\">Establishment of the Fair Work Agency<\/h3>\n\n\n\n<p class=\"\">On 7 April 2026 the Employment Rights Act 2025 created a single, consolidated body to monitor and enforce core employment rights: the Fair Work Agency (FWA). The FWA incorporates certain existing agencies and is responsible for enforcing rights including the national minimum wage, statutory sick pay and holiday pay.<\/p>\n\n\n\n<p class=\"\">By consolidating the advice, oversight and enforcement functions into a single body, the FWA aims to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Simplify access to support<\/li>\n\n\n\n<li class=\"\">Streamline enforcement<\/li>\n\n\n\n<li class=\"\">Ensure that employment rights are protected more effectively and efficiently<\/li>\n<\/ul>\n\n\n\n<p class=\"\">This aligns with the Government&#8217;s broader goal of&nbsp;addressing &#8220;one-sided flexibility&#8221; and strengthening protections&nbsp;for zero hours and gig workers, as well as other non-traditional workers.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Audit pay practices:<\/strong> Review minimum wage and holiday pay policies to ensure compliance, particularly for irregular and zero hours workers<\/li>\n\n\n\n<li class=\"\"><strong>Strengthen supply chain oversight:<\/strong> Increase due diligence on contractors, umbrella companies and outsourced services<\/li>\n\n\n\n<li class=\"\"><strong>Improve documentation:<\/strong> Ensure that your processes allow you to maintain clear records of pay, hours worked, holiday entitlements, right-to-work checks and contracts<\/li>\n\n\n\n<li class=\"\"><strong>Train line managers: <\/strong>Equip managers who work with contingent staff to understand their responsibilities and avoid exposing the organisation to potential risks<\/li>\n\n\n\n<li class=\"\"><strong>Enhance whistleblowing channels:<\/strong> Foster a culture where employees feel safe reporting concerns<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"statutory-paternity-and-ordinary-parental-leave\">Statutory paternity and ordinary parental leave to become day-one employment rights<\/h3>\n\n\n\n<p class=\"\">From 6 April 2026, the Employment Rights Act 2025 removes the qualifying periods for paternity leave (currently 26 weeks) and ordinary parental leave (currently one year), making them both day-one rights. It also removes the restriction on employees taking paternity leave and pay after they have taken shared parental leave and pay.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Audit existing family-leave policies: <\/strong>Consider what changes will need to be made to your existing family-leave policies and procedures to reflect the expanded entitlement.<\/li>\n\n\n\n<li class=\"\"><strong>Stay informed: <\/strong>The Government has said that it intends to conduct a wider review of the parental leave system. The introduction of these day-one rights is likely to be just the beginning of a wider shift in working practices.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"reform-of-trade-union-laws-phase-two\">Reform of trade union laws: Phase two<\/h3>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 reforms trade union legislation. The following reforms took effect on 6 April 2026:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Simplification of the union recognition process, including by:\n<ul class=\"wp-block-list\">\n<li class=\"\">Removing the requirement for majority support at the application stage<\/li>\n\n\n\n<li class=\"\">Removing the 40% support threshold<\/li>\n\n\n\n<li class=\"\">Providing the Government with the power to reduce the requirement from 10% membership at the application stage to a level not lower than 2% (the change to the threshold itself is subject to secondary legislation, following consultation)<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li class=\"\">A period of 20 working days to agree union access during a statutory recognition process<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Review current practices around employee relations: In non-unionised organisations, review whether effective arrangements are in place for consulting and engaging with staff (eg staff councils). Consider introducing or improving processes to enhance employee relations and engagement.<\/li>\n\n\n\n<li class=\"\">Cultivate good relations with staff and unions: In unionised organisations, adopt best practice and cultivate constructive relationships with both unions and staff to avoid the risk of industrial action. Ensure current dispute resolution procedures are effective.<\/li>\n\n\n\n<li class=\"\">Stay informed: Look out for the Government&#8217;s response to its recent&nbsp;Make Work Pay: recognition code of practice and e-balloting unfair practices&nbsp;consultation.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"protective-award-to-double\">Protective award to double<\/h3>\n\n\n\n<p class=\"\">From 6 April 2026, the Employment Rights Act 2025 increases the maximum compensation that a tribunal can award where an employer fails to comply with their collective redundancy consultation obligations (known as the protective award), doubling it from 90 to 180 days&#8217; pay.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Audit current practices: <\/strong>Assess current approach to collective consultation obligations for any shortcomings given the significant financial penalties at stake.<\/li>\n\n\n\n<li class=\"\"><strong>Plan ahead: <\/strong>Ensure that systems for reviewing thresholds and triggers for collective consultation are up to date.<\/li>\n\n\n\n<li class=\"\"><strong>Training:<\/strong> Provide relevant staff with refresher training on collective consultation obligations.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"sexual-harassment-added-to-whistleblowing-legislation\">Sexual harassment added to whistleblowing legislation<\/h3>\n\n\n\n<p class=\"\">From 6 April 2026, the Employment Rights Act 2025 amends the whistleblowing provisions so that complaints of sexual harassment are treated as protected disclosures.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Audit current practices:<\/strong> Assess current approach to assessing, managing and preventing the risk of harassment, including from third parties.<\/li>\n\n\n\n<li class=\"\"><strong>Update policies: <\/strong>Ensure whistleblowing policy includes sexual harassment under categories of wrongdoing.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"new-right-to-bereaved-partners-paternity-leave\">New right to bereaved partner&#8217;s paternity leave<\/h3>\n\n\n\n<p class=\"\">From 6 April 2026, the Bereaved Partner&#8217;s Paternity Leave Regulations 2026 enables a bereaved employee to take up to 52 weeks&#8217; leave during the first year of their child&#8217;s life or the year immediately after the child&#8217;s adoption. Parents who take extended paternity leave also qualify for keeping-in-touch days and enhanced protection against redundancy.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Audit existing family-leave policies:<\/strong> Consider how this new right might be integrated alongside existing family-leave policies.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"holiday-leave-and-pay-records\">Holiday leave and pay records<\/h3>\n\n\n\n<p class=\"\">From 6 April 2026, the Employment Rights Act 2025 introduces an obligation on employers to make and retain records that are &#8220;adequate to show&#8221; that the employer has complied with its statutory annual leave obligations. Employers can choose the manner and format in which they create, maintain and keep records of statutory annual leave and pay, provided that their choice is reasonable. Records will need to be kept for at least six years.<\/p>\n\n\n\n<p class=\"\">A failure to comply with the duty to keep records will be an offence.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>What should HR do now?<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\"><strong>Audit current practices:<\/strong> Assess current approach to recording workers&#8217; annual leave and pay. If records are inadequate, put in place robust record-keeping systems that are up to date.<\/li>\n\n\n\n<li class=\"\"><strong>Review your workforce and pay practices: <\/strong>Ensure that you are currently meeting your statutory annual leave obligations to all workers (particularly where working patterns are atypical or complex).<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#the-february-2026-changes\">The February 2026 changes<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#the-april-2026-changes\">The April 2026 changes<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-1a99c58b114097d7ed01b37dda17e8f9 wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter   \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/october-2026-employment-rights-act-changes-webinar\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/06\/23124709\/two-female-hr-professionals-discussing-pay-gaps-in-office-courtyard.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/october-2026-employment-rights-act-changes-webinar\/\">HR\u2019s final prep for October 2026 changes<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Get expert guidance on October 2026 employment law changes, including sexual harassment duties, third-party harassment liability, union access &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/7-reasons-to-start-gender-pay-gap-reporting-now\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/07\/23091227\/web-banner-1200-x-627.jpeg);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/7-reasons-to-start-gender-pay-gap-reporting-now\/\">7 reasons to start your UK gender pay gap reporting now<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Get ahead of UK gender pay gap reporting with seven practical reasons to start early, improve accuracy, and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/how-will-the-employment-rights-act-2025-changes-to-unfair-dismissal-affect-the-use-of-fixed-term-contracts\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/07\/13145628\/older-business-woman-explaining-to-colleagues.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/how-will-the-employment-rights-act-2025-changes-to-unfair-dismissal-affect-the-use-of-fixed-term-contracts\/\">How will the Employment Rights Act 2025 changes to unfair dismissal affect the use of fixed-term contracts?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">The Employment Rights Act 2025 will reduce the qualifying period for unfair dismissal claims to six months from &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/\" rel=\"tag\">Employment law updates<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-authors\" style=\"font-style:normal;font-weight:500\">About the authors<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"130\" height=\"155\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/07033610\/laura-merrylees-headshot.webp\" alt=\"Laura Merrylees, Senior Legal Editor at Brightmine\" class=\"wp-image-9318\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Laura Merrylees<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n\n\n\n<p class=\"\">Having qualified as a solicitor in private practice, Senior Legal Editor Laura Merrylees spent fourteen years working in-house for a large telecommunications organisation, specialising in employment law. Laura advised on a broad range of employment law matters, both contentious and advisory. During her time in practice, Laura worked closely with HR professionals and senior management and delivered training to HR teams.<\/p>\n\n\n\n<p class=\"has-link-color wp-elements-43bbc5558968a99c0c9946d69c77649b\">Connect with Laura on <a href=\"https:\/\/www.linkedin.com\/in\/lauramerrylees\/\" target=\"_blank\" rel=\"noreferrer noopener\">Linkedin<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"800\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro.webp\" alt=\"Susie Munro, Senior legal editor at Brightmine\" class=\"wp-image-8938\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro.webp 800w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-300x300.webp 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071358\/susie-munro-768x768.webp 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Susie Munro<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n\n\n\n<p class=\"\">Susie has over 20 years&#8217; experience as a solicitor, writer and legal editor. She is responsible for the Brightmine How to guides and FAQs and also works on the Employment law cases.<\/p>\n\n\n\n<p class=\"\">Susie joined the Brightmine editorial team in 2009 having previously worked for Age Concern England, where she advised on and wrote about age discrimination and mandatory retirement.<\/p>\n\n\n\n<p class=\"\">After obtaining an LLB in law from Sussex University, then completing the Legal Practice Course at Bournemouth University, Susie qualified as a solicitor in 2004. She specialised in employment law, working in private practice for a firm in Birmingham.<\/p>\n\n\n\n<p class=\"\">Connect with Susie on <a href=\"https:\/\/www.linkedin.com\/in\/susie-munro-60889680\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"100\" height=\"100\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18071009\/zeba-sayed.webp\" alt=\"Zeba Sayed, Senior legal editor at Brightmine\" class=\"wp-image-8935\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Zeba Sayed<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n\n\n\n<p class=\"\">Zeba is a former practicing employment solicitor with more than 17 years&#8217; experience in employment law.<\/p>\n\n\n\n<p class=\"\">Zeba joined Brightmine in 2017 and is a senior legal editor in the employment law and compliance team. In this role, she is responsible for content across Policies and procedures, Letters and forms and Contract clauses. She is also responsible for ensuring that allocated chapters of the employment law guide are kept updated. She has a special interest in the implications of AI in the employment field.<\/p>\n\n\n\n<p class=\"\">Zeba holds a degree in Law and completed her LPC at the College of Law in Chester. Prior to joining Brightmine, Zeba was an associate solicitor at Lyons Davidson Solicitors in the London office. She advised both individuals and employers on a wide range of contentious and non-contentious employment law matters and delivered training to clients nationally. Zeba has also worked in conjunction with Acas London to deliver training on their behalf. She is a member of the Employment Lawyers Association.<\/p>\n\n\n\n<p class=\"\">Connect with Zeba on <a href=\"https:\/\/www.linkedin.com\/in\/zebasayed\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n\n\n\n<p class=\"\">Robert has over 20 years&#8217; experience of publishing and journalism. At Brightmine he creates and commissions content for webinars and podcasts and for the Commentary and insights tool.<\/p>\n\n\n\n<p class=\"\">He has a Graduate Diploma in Law from the University of Law. He was formerly an International employment law editor at Brightmine, and prior to that worked as an arts journalist.<\/p>\n\n\n\n<p class=\"\">Connect with Robert on <a href=\"https:\/\/www.linkedin.com\/in\/robert-shore-01494059\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The Employment Rights Act 2025 introduced the most significant changes to UK employment law in decades, but its reforms are being implemented in phases. This article sets out the key changes that have come into force so far, including updates on sick pay, trade union law, family leave rights, enforcement and record\u2011keeping, and explains what HR teams should be doing now to stay compliant.<\/p>\n","protected":false},"author":72,"featured_media":15736,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[53],"tags":[],"topic":[59],"class_list":["post-16791","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-employment-law-updates"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The ERA era: The changes implemented so far | Brightmine<\/title>\n<meta name=\"description\" content=\"Understand the key Employment Rights Act 2025 changes implemented so far, including reforms to sick pay, trade union law, family leave, enforcement and record\u2011keeping, and what HR should do now to remain compliant\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The ERA era: The changes implemented so far\" \/>\n<meta property=\"og:description\" content=\"Understand the key Employment Rights Act 2025 changes implemented so far, including reforms to sick pay, trade union law, family leave, enforcement and record\u2011keeping, and what HR should do now to remain compliant\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine UK\" \/>\n<meta property=\"article:modified_time\" content=\"2026-07-27T14:58:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/09090759\/colleagues-reviewing-information-together-on-laptop-in-office.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"48 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":[\"Article\",\"BlogPosting\"],\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/\"},\"author\":{\"name\":\"Multiple Authors\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#\\\/schema\\\/person\\\/3b13b6b483924f84ae60f42d54551da5\"},\"headline\":\"The ERA era: The changes implemented so far\",\"datePublished\":\"2026-05-01T22:27:23+00:00\",\"dateModified\":\"2026-07-27T14:58:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/\"},\"wordCount\":1338,\"publisher\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2026\\\/03\\\/09090759\\\/colleagues-reviewing-information-together-on-laptop-in-office.webp\",\"articleSection\":[\"Commentary and Insights\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/\",\"url\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/\",\"name\":\"The ERA era: The changes implemented so far | Brightmine\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2026\\\/03\\\/09090759\\\/colleagues-reviewing-information-together-on-laptop-in-office.webp\",\"datePublished\":\"2026-05-01T22:27:23+00:00\",\"dateModified\":\"2026-07-27T14:58:41+00:00\",\"description\":\"Understand the key Employment Rights Act 2025 changes implemented so far, including reforms to sick pay, trade union law, family leave, enforcement and record\u2011keeping, and what HR should do now to remain compliant\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#primaryimage\",\"url\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2026\\\/03\\\/09090759\\\/colleagues-reviewing-information-together-on-laptop-in-office.webp\",\"contentUrl\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2026\\\/03\\\/09090759\\\/colleagues-reviewing-information-together-on-laptop-in-office.webp\",\"width\":1200,\"height\":627,\"caption\":\"Two individuals sitting closely at a desk in a modern office setting, looking at a laptop screen while one person points with a pen.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/employment-rights-act-era-changes-implemented-so-far\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"HR compliance\",\"item\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Employment law updates\",\"item\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/resources\\\/hr-compliance\\\/employment-law-updates\\\/\"},{\"@type\":\"ListItem\",\"position\":4,\"name\":\"The ERA era: The changes implemented so far\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#website\",\"url\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/\",\"name\":\"Brightmine UK\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-GB\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#organization\",\"name\":\"Brightmine\",\"url\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2025\\\/10\\\/07092215\\\/Brightmine-logo_Full-color_Primary.webp\",\"contentUrl\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2025\\\/10\\\/07092215\\\/Brightmine-logo_Full-color_Primary.webp\",\"width\":1941,\"height\":508,\"caption\":\"Brightmine\"},\"image\":{\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/x.com\\\/WeAreBrightmine\",\"https:\\\/\\\/www.linkedin.com\\\/company\\\/brightmine\\\/\",\"https:\\\/\\\/www.youtube.com\\\/@WeAreBrightmine\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/#\\\/schema\\\/person\\\/3b13b6b483924f84ae60f42d54551da5\",\"name\":\"Multiple Authors\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-GB\",\"@id\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2024\\\/03\\\/12085308\\\/Brightmine_Favicon_128px.png\",\"url\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2024\\\/03\\\/12085308\\\/Brightmine_Favicon_128px.png\",\"contentUrl\":\"https:\\\/\\\/cjp-rbi-brightmine.s3.eu-west-1.amazonaws.com\\\/wp-content\\\/uploads\\\/sites\\\/2\\\/2024\\\/03\\\/12085308\\\/Brightmine_Favicon_128px.png\",\"caption\":\"Multiple Authors\"},\"url\":\"https:\\\/\\\/www.brightmine.com\\\/uk\\\/author\\\/multiple-authors\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"The ERA era: The changes implemented so far | Brightmine","description":"Understand the key Employment Rights Act 2025 changes implemented so far, including reforms to sick pay, trade union law, family leave, enforcement and record\u2011keeping, and what HR should do now to remain compliant","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/","og_locale":"en_GB","og_type":"article","og_title":"The ERA era: The changes implemented so far","og_description":"Understand the key Employment Rights Act 2025 changes implemented so far, including reforms to sick pay, trade union law, family leave, enforcement and record\u2011keeping, and what HR should do now to remain compliant","og_url":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/","og_site_name":"Brightmine UK","article_modified_time":"2026-07-27T14:58:41+00:00","og_image":[{"width":1200,"height":627,"url":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/09090759\/colleagues-reviewing-information-together-on-laptop-in-office.webp","type":"image\/webp"}],"twitter_card":"summary_large_image","twitter_site":"@WeAreBrightmine","twitter_misc":{"Est. reading time":"48 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":["Article","BlogPosting"],"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#article","isPartOf":{"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/"},"author":{"name":"Multiple Authors","@id":"https:\/\/www.brightmine.com\/uk\/#\/schema\/person\/3b13b6b483924f84ae60f42d54551da5"},"headline":"The ERA era: The changes implemented so far","datePublished":"2026-05-01T22:27:23+00:00","dateModified":"2026-07-27T14:58:41+00:00","mainEntityOfPage":{"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/"},"wordCount":1338,"publisher":{"@id":"https:\/\/www.brightmine.com\/uk\/#organization"},"image":{"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#primaryimage"},"thumbnailUrl":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/09090759\/colleagues-reviewing-information-together-on-laptop-in-office.webp","articleSection":["Commentary and Insights"],"inLanguage":"en-GB"},{"@type":"WebPage","@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/","url":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/","name":"The ERA era: The changes implemented so far | Brightmine","isPartOf":{"@id":"https:\/\/www.brightmine.com\/uk\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#primaryimage"},"image":{"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#primaryimage"},"thumbnailUrl":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/09090759\/colleagues-reviewing-information-together-on-laptop-in-office.webp","datePublished":"2026-05-01T22:27:23+00:00","dateModified":"2026-07-27T14:58:41+00:00","description":"Understand the key Employment Rights Act 2025 changes implemented so far, including reforms to sick pay, trade union law, family leave, enforcement and record\u2011keeping, and what HR should do now to remain compliant","breadcrumb":{"@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#primaryimage","url":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/09090759\/colleagues-reviewing-information-together-on-laptop-in-office.webp","contentUrl":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/09090759\/colleagues-reviewing-information-together-on-laptop-in-office.webp","width":1200,"height":627,"caption":"Two individuals sitting closely at a desk in a modern office setting, looking at a laptop screen while one person points with a pen."},{"@type":"BreadcrumbList","@id":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-era-changes-implemented-so-far\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.brightmine.com\/uk\/"},{"@type":"ListItem","position":2,"name":"HR compliance","item":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/"},{"@type":"ListItem","position":3,"name":"Employment law updates","item":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/"},{"@type":"ListItem","position":4,"name":"The ERA era: The changes implemented so far"}]},{"@type":"WebSite","@id":"https:\/\/www.brightmine.com\/uk\/#website","url":"https:\/\/www.brightmine.com\/uk\/","name":"Brightmine UK","description":"","publisher":{"@id":"https:\/\/www.brightmine.com\/uk\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.brightmine.com\/uk\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/www.brightmine.com\/uk\/#organization","name":"Brightmine","url":"https:\/\/www.brightmine.com\/uk\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/www.brightmine.com\/uk\/#\/schema\/logo\/image\/","url":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/10\/07092215\/Brightmine-logo_Full-color_Primary.webp","contentUrl":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/10\/07092215\/Brightmine-logo_Full-color_Primary.webp","width":1941,"height":508,"caption":"Brightmine"},"image":{"@id":"https:\/\/www.brightmine.com\/uk\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/x.com\/WeAreBrightmine","https:\/\/www.linkedin.com\/company\/brightmine\/","https:\/\/www.youtube.com\/@WeAreBrightmine"]},{"@type":"Person","@id":"https:\/\/www.brightmine.com\/uk\/#\/schema\/person\/3b13b6b483924f84ae60f42d54551da5","name":"Multiple Authors","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/03\/12085308\/Brightmine_Favicon_128px.png","url":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/03\/12085308\/Brightmine_Favicon_128px.png","contentUrl":"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/03\/12085308\/Brightmine_Favicon_128px.png","caption":"Multiple Authors"},"url":"https:\/\/www.brightmine.com\/uk\/author\/multiple-authors\/"}]}},"_links":{"self":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources\/16791","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"author":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/users\/72"}],"replies":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/comments?post=16791"}],"version-history":[{"count":3,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources\/16791\/revisions"}],"predecessor-version":[{"id":20481,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources\/16791\/revisions\/20481"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/media\/15736"}],"wp:attachment":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/media?parent=16791"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/categories?post=16791"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/tags?post=16791"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/topic?post=16791"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}