Employee Benefits poll: More than half (56%) of employers felt prepared for the changes that came into effect in April under the Employment Rights Act.
According to a survey of Employee Benefits readers, 22% of respondents said they did not feel prepared for these changes. Meanwhile, 22% said they were unsure either way.
Four sets of regulations were introduced in April as part of the act. These were the Employment Rights Act 2025 (Parental and Paternity Leave) (Removal of Qualifying Periods etc) (Consequential Amendments) Regulations 2026; Bereaved Partner’s Paternity Leave Regulations 2026; Employment Rights Act 1996 (Application of Section 80B to Parental Order Cases) (Amendment) Regulations 2026; and Employment Rights Act 1996 (Application of Section 80B to Adoptions from Overseas) (Amendment) Regulations 2026.
Unpaid parental leave is now available from day one of employment, extended to around 1.5 million additional parents and helping families share caring duties more easily. An estimated 32,000 more fathers each year can now take paternity leave from day one of employment, and further statutory sick pay reforms have abolished the three‑day waiting period and removed the lower earnings limit.
Additionally, bereaved partners, fathers and partners whose spouse or partner dies before their child’s first birthday are entitled to up to 52 weeks of leave.
Prime minister Keir Starmer said: “For too long, working people were left without the basic rights and security they deserve. The changes we’re bringing in will mean every new parent can properly take time off when they have a child, and no one is forced to work while ill just to make ends meet. This is about giving working families the support they need to balance work, health and the cost of living. Because when we respect and reward those who keep Britain running, we build a stronger economy for everyone.”
