Employment Rights Act roll out continues

The gradual roll out of the Employment Rights Act picks up speed in October, with the introduction of several measures on harassment and trade unions.

Creating the Act was a priority for the new Labour government in 2024, and while it became law in late 2025, many of the measures therein were scheduled for later.

The government has recently updated a timeline for the introduction of measures over 2026 and 2027, including those already brought in and those to come.

And this month represents a milestone in the timeline, seeing the introduction of multiple new laws around harassment on 30 October, including:

• requiring employers to take ‘all reasonable steps’ to prevent sexual harassment of their employees
• introducing an obligation on employers not to permit the harassment of their employees by third parties
• introducing a power that will enable the minister to make regulations at a later date, specifying evidence-based steps which employers must take to prevent sexual harassment (this will complement, not replace, the broader legislative requirement to take all reasonable steps)

A range of measures around trade unions have already taken effect this month, from strengthening union’s right of access to extending protections against detriments for taking industrial action.

Among the measures already implemented under the Act are ‘day 1’ paternity leave and statutory sick pay adjustments, while 2027 will see new measures around the menopause, flexible working, and bereavement leave.

For free advice on what the Employment Rights Act 2025 means for your business, as well as advice on any other legal, HR, tax, or H&S issue, BALI members can contact our professional advice partners, Quest, on 0116 243 7881.