Every month, we'll be shining a light on a timely topic relevant to your work as a church administrator. Whether it's a change in legislation, a seasonal event to prepare for, or a practical reminder, In Focus is here to help you stay informed and resourced in your role.
Employments Rights Act 25: Recent & Upcoming Changes
The Employment Rights Act became law in December 2025, with changes being introduced throughout 2026 and 2027.
Below is a summary of the key updates that took effect from 6 April 2026. Churches will need to review their policies, procedures and record‑keeping ensuring compliance. We’ve included links for further reading, but the main purpose here is to highlight that work will be required to prepare for these changes.
Key Changes from 6 April 2026
Paternity leave, ordinary parental leave and unpaid parental leave now a day 1 right for all employees.
Bereaved partners paternity leave a new entitlement introduced for partners if their partner or their child's mother dies within the first year of birth or adoption.
Statutory sick pay:
The three‑day waiting period has been removed.
The lower earnings limit has been removed.
Effective sickness absence management will be essential to mitigate increased costs. (If an employee is already off sick on the date of introduction, DWP guidance explains how to calculate the transition.)
Whistleblowing protections Sexual harassment disclosures are now explicitly included, protecting employees from detriment or unfair dismissal when raising concerns.
Annual leave record keeping a new duty to keep records for 6 years of leave, carried forward leave, holiday pay and payment in lieu of notice.
Collective redundancy consultation failure to comply compensation payment limits have been increased.
Trade union activity and strikes several changes have already come into effect.
Introduction of a ‘Fair Work Agency’ who will have powers to:
Raise employment tribunals on behalf of individuals
Provide legal support for tribunals
Issue notices where underpayments are made to employees
Require organisations to show evidence of compliance with employment law
Statutory Payments for minimum wage, family leave and sickness have changed, details can be found HERE.
Real Living Wage increases on 1.5.26 to £13.45 (£14.80 London)
Changes coming later:
October 2026
Employers must take all reasonable steps to prevent sexual harassment, including by third‑parties.
Employment tribunal claim limits increase from 3 months to 6 months after leaving employment.
Further changes relating to trade union activity.
January 2027
From 1 January 2027, unfair dismissal rights apply after 6 months’ service (currently 2 years).
Probationary periods and processes must be robust and in place by 1 July 2026 to ensure they are effective ahead of this change.
Bullying ‘fire & hire’ practises to be ended.
2027
Flexible working will be made the default unless the employer can show it’s unreasonable.
Greater protection for pregnant women from dismissal during pregnancy, maternity leave and within the first 6 months of return to work.
Zero hours workers – entitlement to reasonable notice of shifts/changes and rights to offer of guaranteed hours contract based on hours worked.
Further Information
CWN members can access resources through the membership hub.
We'd love to hear from you if you have a topic you want covered in In Focus or if there's something that you wish you'd known more about when you started in the role. Please help us by completing this short form HERE.
Lastly, don't forget the UCAN Facebook Forum for Administrator and Manager level members - a great place to ask questions, share resources and find inspiration!