Key provisions of the Employment Rights Act 2025 took effect on 6 April 2026, and CIPD is warning employers that the emphasis must now move from preparation to compliance. The professional body said the reforms coming into force are among the most substantial in the package, spanning day one family-related rights, statutory sick pay, trade union recognition, and tougher penalties for non-compliance.
Peter Cheese, chief executive of the CIPD, said: “The focus for employers now needs to shift from preparation to compliance.” He added that organisations should share updated workplace policies and communicate them clearly to staff, “particularly line managers who will need to understand the potential implications for their teams and the queries they may raise.” For HR teams, that turns the legal change into an operational one, with documentation, training, and internal communications now central to risk management.
The warning lands against a backdrop of concern about workplace tension as the rules bed in. The CIPD’s February Labour Market Outlook found that 55% of employers surveyed expected a rise in workplace conflict from one or more elements of the Act. ACAS has also highlighted practical duties now in force, including record-keeping requirements for annual leave and holiday pay from 6 April 2026, which underlines how quickly legal reform can translate into new administrative burdens for employers.
Cheese said the trade union changes arriving this month also open the door to further reforms later in the year, meaning some employers will be dealing with union engagement for the first time. At the practical end of the response, businesses now need to review policies, brief managers, and seek specialist support where needed. Employers updating their processes can review the latest ACAS guidance on the Employment Rights Act 2025 as they work through implementation.
