New era | First wave of Employment Rights Act reforms take effect

The first tranche of measures under the Employment Rights Act has come into force, marking the start of what is expected to be a significant period of change for employers and HR teams in 2026.

From 18 February, the government has repealed the great majority of the Trade Union Act 2016, simplifying a number of requirements on trade unions. This includes changes relating to industrial action and political funds, the removal of the 10-year ballot requirement for trade union political funds, and the simplification of industrial action notices and industrial action ballot notices.

New protections have also been introduced against dismissal for taking industrial action, strengthening safeguards for employees involved in lawful action.

Alongside the union-related reforms, employees who are newly eligible for ‘Day 1’ Paternity Leave and Unpaid Parental Leave can now give notice, ahead of those rights becoming fully operational in April. This is part of a broader move under the Act to extend day-one rights in key areas.