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By Jo Seery, Professional Support Lawyer
The Employment Rights Bill received Royal Assent on 18 December 2025, becoming the Employment Rights Act 2025 (ERA 2025). Since the Bill was first published in October 2024, Thompsons’ Employment Law Review has followed its progress closely, from early proposals through to the first legislative changes now taking effect.
ERA 2025 represents a significant shift towards strengthening trade union rights, collective bargaining and protections for workers. While many of the most substantial reforms will be introduced in stages through secondary legislation, a number of important changes are already in place or on the horizon.
Our coverage to date has examined key developments including:
- the repeal of the Strikes (Minimum Service Levels) Act 2023 and reforms to the industrial action framework
- changes to trade union recognition procedures and plans for new statutory access rights
- reforms to political fund rules and the role of the Certification Officer
- strengthened protection from detriment and dismissal for trade union activity and industrial action
- expanded collective consultation rights and the doubling of the maximum protective award
Further reforms due this year including Statutory Sick Pay, (SSP), day one rights to family leave, establishment of the Fair Work Agency, fire and rehire protections, trade union access and the duty to inform workers of their right to join a trade union as well as enhanced protection from sexual harassment and third party harassment, are expected to be phased in between April 2026 and October 2026.
Thompsons’ Employment Law Review (ELR) will continue to provide updates and practical analysis as the ERA 2025 is implemented.
Read our ERA 2025 articles so far:
- Industrial action and minimum service levels
- Trade union recognition
- Trade union access rights
- ERA 2025 receives Royal Assent
- Political Subscriptions and the Certification Officer
- TU detriment and dismissal
- Protective awards and consultation rights
