Employment Rights Act 2025: What schools and trusts need to do now

The Employment Rights Act 2025 introduces a series of immediate changes from 6-7^th April 2026 that schools and trusts should now be actively implementing.

From 6-7^th April, several “day one” rights come into effect. Employees will have immediate eligibility for paternity leave and unpaid parental leave, removing previous service requirements. Schools and trusts should review family leave policies and ensure processes can accommodate requests from new starters without delay.

Whistleblowing protections are also being strengthened, placing greater emphasis on clear reporting channels and protections from detriment.  Policies should be reviewed to ensure they are up to date and that employees feel confident raising concerns.

A new Fair Work Agency is also being established, to oversee employment rights. This signals increased oversight, meaning employers should ensure compliance across key areas such as contracts, pay, and working conditions.

Statutory sick pay (SSP) will also be reformed. The lower earnings limit and waiting period will be removed, making SSP payable from day one of absence and to a wider group of employees. This is likely to increase short-term absence costs and requires a review of absence management approaches.

Additional April changes include Bereaved Partners’ Paternity Leave, and voluntary publication of menopause and gender pay gap action plans for employers with over 250+ staff,  ahead of these becoming mandatory in 2027.

Further reforms will require preparation. These include enhanced duties around preventing sexual harassment, including liability for third-party harassment, alongside expanded trade union rights, such as increased access and protections for representatives and those involved in industrial action. There will also be changes to employment tribunal time limits, increasing the window for claims.

In summary, the immediate priorities are clear: to update family leave, whistleblowing, and absence policies. Looking ahead, schools and trusts should prepare now for  increased regulatory oversight and further workforce and employee relations changes later in 2026.  We will be discussing requirements in our regular termly meetings with our HR Support customers ahead of these changes and ensuring they are ready for them.