If you’ve ever had a shift cancelled last minute, felt unsafe at work, or struggled to pay bills because of unpredictable shifts, you need to know about these upcoming changes to employment law.
In December 2025, the Employment Rights Act 2025 was introduced, bringing major changes to UK labour laws, focusing on strengthening job security and boosting wages. It’s a major step forward for women’s rights at work and it’s going to change things in real and practical ways.
Here’s what you need to know about changes coming under the Employment Rights Act 2025.
From April 2026
It will be easier to enforce your rights with the new Fair Work Agency
The Fair Work Agency will handle workplace rights enforcement, all in one place. Young Women’s Trust is working with the government to make sure this agency works for you.
Better protections if you become a parent
You’ll get day-one rights to paternity leave and unpaid parental leave. You’ll also have extra protection from being fired during pregnancy and after returning from maternity leave. No more having to choose between starting a family and job security.
You’ll get paid when you’re sick, from day one
You’ll be able to claim Statutory Sick Pay from the first day you’re ill, not after waiting four days. And there’s no minimum earnings threshold anymore, so even if you’re on a low income, you’re covered.
From October 2026
You’ll have more time to take action against unfair or illegal treatment
You’ll have six months (instead of three) to take a case to an employment tribunal if your employer breaks the law. That’s more time to get advice, gather evidence and make your case if something goes wrong.
Your workplace will be safer
Your employer must take real action to prevent sexual harassment at work. They’ll also be legally responsible for protecting you from harassment by customers, clients or anyone else you deal with through your job.
From 2027
You’ll have more control over your hours with improved job security
If you’re working unpredictable hours, you can ask for a contract that guarantees you a minimum number of hours each week.
You can still choose a zero-hours contract if flexibility works better for you, it is your choice.
Your employer will also have to give you reasonable notice of shifts and pay you if they cancel them at short notice.
The right to request flexible working will finally mean something
You already have the right to request flexible working from your first day in a job. But from 2027, if your employer says no, they’ll have to give you a genuine reason and a reasonable explanation why.
Employers will have to tackle the gender pay gap
From 2027, your employer will have to produce action plans to close the gender pay gap.
New measures will also improve pay and conditions specifically for care workers and school support staff, jobs where women make up most of the workforce.
Date still to be confirmed
NDAs (Non-Disclosure Agreements) that silence workers about harassment and discrimination will be banned. You’ll have the protected right to speak out.
What do you need to do now?
These laws are a huge win for workers, but they’ll only work if you know about them and if employers follow them.
Know your rights. Share this with friends.
If you’re facing problems at work right now, we offer free support for young women aged 18–30 to help you understand your rights and plan your next steps.