Some of the earliest changes under the Employment Rights Act 2025 come into force from today (18th February, 2026).
These changes relate to:
Paternity Leave:
- Day one right to paternity leave in the sad circumstances that the maternal partner has died; and,
- those who will become eligible for paternity leave when 26 weeks’ service is removed during the next wave of changes coming into force in April this year can give notice from today of their intention to take pat leave from April (however, the 26 weeks requirement is not removed from today so eligibility does not commence before April, just the right to serve notice of intention to take pat leave).
Trade Union rights and Industrial Relations
- Removing the current minimum threshold for support in ballots for industrial action;
- Removing the requirement for certain information to be included when balloting for industrial action, both on the ballot paper to members and to be submitted on the ballot notice to employers;
- Unions only need to provide 10 days’ notice, reduced from current 14 days;
- Employees who take part in industrial action now benefit from strengthened protections from unfair dismissal; and,
- Some public sector-specific changes.
As these changes come into force in waves over the next couple of years, employers and business owners should remain alert to commencement dates and any provisions applying to their workplace or particular sector.
Glass Ceilings Change Management has been keeping clients up to date in anticipation of changes, and continues to advise on policy and operational implications, including around workforce planning and minimising risks of discrimination. Get in touch to work with us.
Being very ethical, we always advise that where legal advice is required clients should speak to an Employment Lawyer as HR/People Consultants are not qualified to provide legal advice and any advice received will not be subject to legal privilege. We work with some excellent law firms providing employment law services, who we recommend and refer to depending on the particular circumstances.