The Employment Rights Act 2025: Update for Employees

You’ve no doubt seen the headlines about the Employment Rights Act 2025. It’s  one of the biggest changes to UK employment law in years.

 

Most explanations focus on what employers need to do – not what it means for you – but this blog cuts through that.

 

We explain the key changes in plain English, when they take effect, and most importantly, how they could affect your rights at work, especially if you’re being treated unfairly.

 

Why the Employment Rights Act 2025 matters to you

The Employment Rights Act 2025 introduces a wide range of reforms designed to improve employees’ job security, working conditions and fairness at work.

 

But here’s the key point: New rights only help you if you know when they apply and how to use them.

 

Many employees miss out simply because:

• They don’t realise a rule has changed.
• They assume they have fewer rights than they actually do.
• They wait too long before taking advice.

 

Key changes and when they take effect

The reforms are being introduced in stages, so timing matters. Below are some of the most important changes from an employee’s perspective:

Day-one flexible working rights (Effective: December 2025)

From 18th December 2025, the right to request flexible working became a day-one right. For you, this means:

 

• You no longer need any minimum service to make a flexible working request.
• You can request changes to:
  – Your working hours,
  – Your location (e.g. working from home),
  – Your working pattern.

 

So, if your employer refuses your request, they must have a valid business reason. If the refusal seems unreasonable or inconsistent, this could form the basis for you of a flexible working dispute.

 

Changes to sick pay rights (Effective April 2026)

The Act includes reforms to Statutory Sick Pay (SSP) and came into force on 6th April 2026. (See our separate page on Sick Pay: A guide for employees for more.)

 

The key changes are:

• Removal of the lower earnings limit (so more workers qualify).
• SSP is payable from day one of sickness (instead of day four).

 

This means you get greater financial protection if you fall ill, and you’re in a stronger position if your employer puts pressure on you to work while ill.

 

So, if your employer refuses sick pay, you may be able to bring a wages claim or unlawful deduction of wages claim.

Stronger protection against unfair dismissal (Expected January 2027)

One of the most significant changes is the move towards greater protection from unfair dismissal, expected to take effect fully on 1st January 2027. This means:

• Currently, most employees need 2 years’ service before they can claim unfair dismissal.
• Under the new law, this qualifying period is expected to be reduced to 6 months.

 

But there is a catch: To overcome the full impact of this change, employers are likely to rely more heavily on probation periods and performance management processes in order to dismiss you.

 

So, if you are dismissed early in your employment, you may have stronger grounds to challenge it, but you will still need strong evidence (e.g. emails, meeting notes, inconsistencies)

 

Greater protection for workers on insecure contracts (Expected 2027)

The Act also targets zero-hours and insecure work arrangements, with reforms expected to take effect in 2027. It will include:

• The right to request a more predictable working pattern.
• Compensation if shifts are cancelled at short notice.

 

This means you’ll have greater stability in hours and income as well as stronger grounds to challenge unfair scheduling practices.

 

What you should be doing now

Even though some of the changes haven’t taken effect yet, there are practical steps you can take now to protect yourself from the issues covered by the Act. For example:.

 

1. Keep relevant records

• Save emails, messages and meeting notes
• Keep a timeline of key events

 

2. Don’t assume you have no rights

• The law is changing quickly
• What wasn’t possible last year may be possible now

 

3. Take legal advice early

• Early legal advice can help you avoid mistakes
• It can also strengthen your position if things escalate

 

Frequently Asked Questions about the Employment Rights Act 2025

What is the Employment Rights Act 2025?

The Employment Rights Act 2025 is a major reform of UK employment law introducing new protections for workers, including changes to flexible working, sick pay and dismissal rights. It is being implemented in stages up to 2027.

 

When will greater unfair dismissal rights start?

They are expected to come into force fully in January 2027, although some preparatory changes may happen earlier. This will reduce the current two-year qualifying period for most employees down to 6 months.

 

Can my employer still refuse flexible working?

Yes, but from December 2025, they had to give a valid business reason for refusing your request. If their refusal is unreasonable or inconsistent, you may be able to challenge it.

 

Will sick pay increase under the new law?

The reforms make Statutory Sick Pay available from day one of absence and to more workers. These changes took effect from April 2026.

 

Need legal help?

If you think your employer may be breaching your rights under the Employment Rights Act 2025 – or in any other way – Monaco Solicitors may be able to help you.
We are specialist employment lawyers whose expert lawyers represent employees only. Get in touch:

• Contact us online
• Phone 020 7717 5259
• Email communications@monacosolicitors.co.uk