Fair Work Agency Launches: New Employment Rights Act Protections Take Effect from April 2026
The Employment Rights Act 2025, which received royal assent in December 2025, is rolling out in phases throughout 2026. A new Fair Work Agency started on 7 April to enforce workers' rights. Paternity leave and unpaid parental leave are now day-one rights, and collective redundancy penalties have doubled.
The Employment Rights Act 2025 became law on 18 December 2025 and has begun its phased implementation across Great Britain and Wales (Northern Ireland follows devolved rules). The Fair Work Agency launched on 7 April 2026 with responsibility for inspections and enforcement of employment rights, replacing the patchwork of previous oversight bodies.
Changes Already In Force (From April 6, 2026)
- Paternity and parental leave: Removed the 26-week service requirement for paternity leave and 1-year requirement for unpaid parental leave—both are now day-one rights
- Bereaved partner's paternity leave: A new 52-week unpaid leave entitlement came into force for surviving partners following a death connected to childbirth
- Redundancy protections: Where an employer fails to consult collectively, the maximum protective award has doubled from 90 to 180 days' full pay per affected employee (effective 6 April 2026)
- Statutory Sick Pay: Increased from £118.75 to £123.25 per week from 6 April 2026
Further Changes Ahead
October 2026: Employers must inform workers of their right to join a trade union and provide reasonable accommodation for union representatives. Flexible working: From October, employers may only reject requests under statutory grounds if reasonable to do so. Zero-hour contracts: Regulations on notice periods and compensation for cancelled shifts are expected autumn 2026. Unfair dismissal: Protection will extend to 6-month service (instead of current 2 years) in later 2026 or 2027; compensation caps will be removed entirely.
Foreign workers on sponsored visas should note: these rights apply to all employees regardless of visa status. Fair Work Agency inspections now extend to right-to-work verification and payroll compliance. Employers must maintain accurate records of salary, hours, and job duties to avoid licence revocation. If your employer fails to pay statutory sick leave or refuses union information, you have new grounds to raise complaints.
Sources
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