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Employment Rights Act support

Employment Rights Act support

Employment Rights Act - Our Support

Navigate the Biggest Employment Law Changes in a Generation with Expert Guidance

Quest Cover is working in partnership with the British Chambers of Commerce to support UK employers through the most significant employment law reforms in a generation. With new day-one rights, stronger enforcements, and tougher compliance obligations coming into force from 2026, now is the time to review your policies and management practices to ensure your business remains compliant and protected. 

Free Compliance Review - Book here

From April 2026, several major reforms under the Employment Rights Act 2025 will come into force, creating new day-one rights for workers and significantly increasing employer obligations. These changes will require businesses to update their contacts, policies, and management practices to remain compliant. 

Statutory Sick Pay (SSP) 

SSP will become a day-one entitlement, with the removal of waiting days and the lower earnings limit. Payments will be made at the flat statutory rate or 80% of normal weekly earnings, if lower. Employers will need to review payroll processes, sickness policies, and absence management procedures. 

Paternity Leave 

Paternity leave will also become a day-one right, removing the current 26-week service requirement. This change will require updates to employment contracts, leave policies, and internal guidance for managers. 

Unpaid Parental Leave 

Eligibility for unpaid parental leave will move to a day-one right, instead of the current one year qualifying period. Employers will need to ensure their policies and staff handbooks reflect this change and that managers understand the new entitlement. 

Whistleblowing Protections 

Sexual harassment will be included as a new qualifying disclosure under whistleblowing legislation. This strengthens protection for individuals raising concerns and places more responsibility on employers to review whistleblowing procedures, reporting streams, and investigation processes. 

Collective Redundancy Awards 

The maximum award for failure to consult during collective redundancy will double from 90 days’ to 180 days’ pay, significantly increasing the financial risk for non-compliance. Employers must ensure their redundancy consultation processes are robust and legally compliant. 

Fair Work Agency (FWA) 

A new enforcement body will be introduced with greater powers to investigate employers and enforce statutory rights. This increases the likelihood of scrutiny and highlights the importance of proactive compliance across HR and employment practices. 

[Link to ERA Timeline PDF for More Details] 

Book Your ERA Compliance Review

Preparing for these changes will require employers to review how their current contracts, policies and practices operate in reality. Small gaps in documentation or processes could quickly turn into costly compliance risks when the new rules take effect. 

The ERA Compliance Review is a free, no-obligation review with one of Quest’s Business Support Managers, designed to help you understand exactly what these changes mean for your business and where action may be required. 

During your review, we will: 

  • Assess your current contracts, policies and key HR practices against the new ERA requirements 
  • Identify any gaps or compliance risks linked to the April 2026 changes 
  • Provide practical guidance on the steps you should take to prepare 
  • Answer your questions about how the new legislation will affect your workforce 

This review is tailored to your business and provides clear, actionable insights – helping you reduce legal risk, avoid costly mistakes, and prepare with confidence for the changes ahead. 

Book your ERA Compliance Review today to ensure your business is ready for the most far-reaching employment law reforms in decades. 

📧 Email: [email protected]  

📞 Call: 01455 852 052 

📅 Book Online 

What is the BCC doing?

In addition to our exciting, new partnership offer with QuestHR, we are continuing to talk to Government on the upcoming Employment Rights Act changes. 

The British Chambers of Commerce were one of the business bodies in the room negotiating for a 6-month qualifying period for unfair dismissal, rather than Day One rights as initially proposed in the Bill, and now we are seeking to influence the secondary regulations to ensure any changes are practical and proportionate for businesses to implement.  

We expect a number of consultations to be released over the coming months, and the BCC will be responding to all key developments. The best way to have your voice heard is for businesses share views with your local Chambers, and we will bring all this evidence together to inform our official submissions.  

Outside the official consultations, the BCC is continuing to have in-depth policy discussion with ministers, civil servants and other relevant stakeholders. We have identified 4 priority areas:  

  • Trade Union rights (including rights of access, recognition and industrial action); 
  • Zero and low hour contracts and the right to guaranteed hours; 
  • Fire & rehire practices;  
  • Potential reform to employment status. 

These are the areas that we believe could have the largest impact on the labour market, and where we will prioritise our inputs to government and opposition stakeholders.   

Employers can also raise relevant concerns, offer examples and case studies of how your business will be affected, directly with the BCC’s policy team on [email protected] Â