英国：2026年4月法定付款和新权利增加

In brief Contents The Employment Rights Bill was approved and finalised on 18 December 2025, aftermany rounds of parliamentary “ping pong”, becoming the Employment Rights Act(ERA)2025. Its final form is substantively very similar to previous versions, with oneimportant exception: the retention of a qualifying period for unfair dismissal rights(albeit reduced from two years to six months) and the removal of any cap on unfairdismissal compensation. Key takeawaysIn more detail Although we now have a finalised ERA 2025, many key areas of detail are subject toconsultations and further regulations. This article summarises the Act’s key provisions, the areas of outstanding detail, anticipatedtimelines(as set out in the government’supdated timelineon11February 2026), and what organisations could or should be doingnow to prepare. Key takeaways With the exception of unfair dismissal rights, the key policy measures in the Act, and their broad parameters, mostly remainthesame as when it was first published in October 2024. In terms of timescales, the government recentlypublished anupdated timelineon11February 2026, with some provisions suchas the changes to fire and rehire being pushed back. •The following consultations are currently live:fire and rehire(closing 1 April 2026), trade union recognition/derecognitionand unfair practices in electronic ballots(closing 1April2026),tipping (closing 1 April 2026),flexible working(closing30April 2026), agency work regulatory framework (closing 1 May 2026), collective consultation thresholds (closing 21 May2026) andprotection from detriment for taking part in industrial action(closing 23 April 2026).•Consultations are due to start imminently in areas including guaranteed hours offers and shift notices. This is in addition toconsultations that have recently closed: trade union rights of access and balloting processes; enhanced dismissalprotections forpregnant workers and new mothers; and bereavement leave.•Much of this detail, once decided on, will be put into regulations.•The coming into force of new rights and obligations under the Act will be staggered; some won’t come into force until sometime in 2027. This will allow time for the consultations, future regulations, and for businesses to prepare. Because so much of the detail of the rights and obligations in the Act are yet to be confirmed, there is only so much thatorganisations can do to prepare at this time. We have included our suggestions below. Inmore detail In the following table we provide a headline reminder of the Act’s provisions, along with timelines and potential action points.Please see the end of the article for links to more detailed summaries that we have published. Unsuccessful, non-government amendments At various times, the House of Lords voted in favour of a number of non-government amendments. With the significant exception ofchanges to unfair dismissal policy, these amendments were all rejected by the government and House of Commons, and ultimatelyabandoned by the House of Lords. We mention them here for completeness. •GHOs: the Lords first attempted to change this to a right to request guaranteed hours, rather than an obligation to offer them.They later tried to give workers a form of opt-out from receiving GHOs.•Short notice of shift changes: the Lords tried to include a provision saying that short notice meant 48 hours rather than leavingthis to be defined in future regulations.•Industrial action: the Lords sought to keep the current turnout requirement of at least 50% of membership for a valid vote totake strike action.•Contributions to trade union political funds: the Lords wanted to retain the current opt-in model, rather than switching to anopt-out model.•Whistleblowing: the Lords would have required some employers to take reasonable steps to investigate whistleblowing.•Right to be accompanied in disciplinary/grievance hearings: the Lords attempted to extend the categories of companion to"certified professional companions". Further reading/viewing The following articles have further detail and comment: Cap on unfair dismissal compensation–proposed removal(December 2025)Consultation on electronic and workplace balloting for statutory union ballots launched(November 2025)New rights of trade union access–where are we now and practical points for employers(November 2025)Vlog: Employment Rights Bill–Rights of access(November 2025)Government consultations on dismissal protections for mothers, bereavement leave and trade union rights(October 2025)Important proposed amendments to Employment Rights Bill(July 2025)Government publishes consultation outcomes and amendments to Employment Rights Bill(March 2025)Working with unions bulletin, March 2025There are also other government initiatives that are being dealt with separately. For example, see:Working paper on reforming non-competes launched(December 2025)UK government publishes new rules on umbrella companies(July 2025)Review of family-rel