Sources
These are the only texts the audit measures your documents against. Each quote was copied from the page linked to it on the date shown. Statute text is Crown copyright, used under the Open Government Licence v3.0.
When the Employment Rights Act 2025 changes take effect
6 April 2026: Statutory Sick Pay from the first day of sickness, and no lower earnings limit
In force
6 April 2026: Paternity leave and unpaid parental leave with no qualifying period of employment
In force
1 October 2026: Time limit for most employment tribunal claims extended from three to six months
In force
30 October 2026: “All reasonable steps” to prevent sexual harassment, and a duty not to permit harassment by third parties
Announced by the government, not yet fixed by regulations
1 January 2027: Unfair dismissal protection after six months instead of two years; no cap on the compensatory award
Fixed by regulations
January 2027: Written statement of the right to join a trade union, given with the statement of particulars
Announced by the government, not yet fixed by regulations
January 2027: Dismissal for refusing a “restricted variation” of the contract regarded as unfair (fire and rehire)
Announced by the government, not yet fixed by regulations
2027, after consultation: Right to guaranteed hours and to reasonable notice of shifts
Announced by the government, not yet fixed by regulations
2027: Confidentiality terms void in so far as they stop a worker disclosing harassment or discrimination
Announced by the government, not yet fixed by regulations
Every quoted text
ERA 1996 s.1(1)
“the employer shall give to the worker a written statement of particulars of employment.”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(2)
“the particulars required by subsections (3) and (4) must be included in a single document; and (b) the statement must be given not later than the beginning of the employment.”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(3)(a)
“the names of the employer and worker,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(3)(b)
“the date when the employment began, and”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(3)(c)
“the date on which the employee's period of continuous employment began (taking into account any employment with a previous employer which counts towards that period).”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(a)
“the scale or rate of remuneration or the method of calculating remuneration,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(b)
“the intervals at which remuneration is paid (that is, weekly, monthly or other specified intervals),”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(c)
“any terms and conditions relating to hours of work including any terms and conditions relating to— (i) normal working hours, (ii) the days of the week the worker is required to work, and (iii) whether or not such hours or days may be variable, and if they may be how they vary or how that variation is to be determined.”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(d)(i)
“entitlement to holidays, including public holidays, and holiday pay (the particulars given being sufficient to enable the worker's entitlement, including any entitlement to accrued holiday pay on the termination of employment, to be precisely calculated),”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(d)(ii)
“incapacity for work due to sickness or injury, including any provision for sick pay,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(d)(iia)
“any other paid leave, and”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(d)(iii)
“pensions and pension schemes,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(da)
“any other benefits provided by the employer that do not fall within another paragraph of this subsection,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(e)
“the length of notice which the worker is obliged to give and entitled to receive to terminate his contract of employment or other worker's contract,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(f)
“the title of the job which the worker is employed to do or a brief description of the work for which he is employed,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(g)
“where the employment is not intended to be permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(ga)
“any probationary period, including any conditions and its duration,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(h)
“either the place of work or, where the worker is required or permitted to work at various places, an indication of that and of the address of the employer,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(j)
“any collective agreements which directly affect the terms and conditions of the employment including, where the employer is not a party, the persons by whom they were made,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(k)
“where the worker is required to work outside the United Kingdom for a period of more than one month—”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(l)
“any training entitlement provided by the employer,”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(m)
“any part of that training entitlement which the employer requires the worker to complete, and”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.1(4)(n)
“any other training which the employer requires the worker to complete and which the employer will not bear the cost of.”
Employment Rights Act 1996, section 1 · read 2026-10-03 · quote checked against the page
ERA 1996 s.2(1)
“If, in the case of a statement under section 1, there are no particulars to be entered under any of the heads of paragraph (d) or (k) of subsection (4) of that section, or under any of the other paragraphs of subsection (3) or (4) of that section, that fact shall be stated.”
Employment Rights Act 1996, section 2 · read 2026-10-03 · quote checked against the page
ERA 1996 s.2(2)
“A statement under section 1 may refer the worker for particulars of any of the matters specified in subsection (4)(d)(ii) to (iii) and (l) of that section to the provisions of some other document which is reasonably accessible to the worker.”
Employment Rights Act 1996, section 2 · read 2026-10-03 · quote checked against the page
ERA 1996 s.2(4)
“(a) may be given in instalments; and (b) must be given not later than two months after the beginning of the employment, even where the employment ends before that date.”
Employment Rights Act 1996, section 2 · read 2026-10-03 · quote checked against the page
ERA 1996 s.3(1)(a)
“specifying any disciplinary rules applicable to the worker or referring the worker to the provisions of a document specifying such rules which is reasonably accessible to the worker,”
Employment Rights Act 1996, section 3 · read 2026-10-03 · quote checked against the page
ERA 1996 s.3(1)(aa)
“specifying any procedure applicable to the taking of disciplinary decisions relating to the worker, or to a decision to dismiss the worker,”
Employment Rights Act 1996, section 3 · read 2026-10-03 · quote checked against the page
ERA 1996 s.3(1)(b)
“a person to whom the worker can apply for the purpose of seeking redress of any grievance relating to his employment,”
Employment Rights Act 1996, section 3 · read 2026-10-03 · quote checked against the page
ERA 1996 s.3(1)(b)(i)
“a person to whom the worker can apply if dissatisfied with any disciplinary decision relating to him or any decision to dismiss him,”
Employment Rights Act 1996, section 3 · read 2026-10-03 · quote checked against the page
SI 2026/373 reg. 2
“The following provisions of the 2025 Act come into force on 6th April 2026— (a) section 10 (statutory sick pay in Great Britain: removal of waiting period); (b) section 11 (statutory sick pay in Great Britain: lower earnings limit etc);”
The Employment Rights Act 2025 (Commencement No. 3 and Transitional Provisions) Regulations 2026 · read 2026-10-03 · quote checked against the page
ERA 2025 s.11
“in paragraph 2, omit paragraph (c) (lower earnings limit).”
Employment Rights Act 2025, section 11 (statutory sick pay: lower earnings limit) · read 2026-10-03 · quote checked against the page
ERA 2025 s.16
“S. 16 in force at 6.4.2026 in so far as not already in force by S.I. 2026/3”
Employment Rights Act 2025, section 16 (paternity leave: removal of qualifying period) · read 2026-10-03 · quote checked against the page
ERA 2025 s.15
“S. 15 in force at 6.4.2026 in so far as not already in force by S.I. 2026/3”
Employment Rights Act 2025, section 15 (parental leave: removal of qualifying period) · read 2026-10-03 · quote checked against the page
SI 2026/954 reg. 3
“Section 152 and Schedule 12 to the 2025 Act (increase in time limits for making claims) come into force on 1st October 2026, subject to the transitional provisions in regulation 4.”
The Employment Rights Act 2025 (Commencement No. 5 and Transitional Provisions) (Amendment) Regulations 2026 · read 2026-10-03 · quote checked against the page
ERA 2025 s.25(2)
“in subsection (1), for “two years” substitute “six months”;”
Employment Rights Act 2025, section 25 (unfair dismissal: qualifying period and compensation) · read 2026-10-03 · quote checked against the page
SI 2026/559 reg. 3
“The following provisions of the 2025 Act come into force on 1st January 2027, subject to the transitional and saving provisions in regulation 4— (a) section 25, to the extent not already in force;”
The Employment Rights Act 2025 (Commencement No. 4 and Transitional and Saving Provisions) Regulations 2026 · read 2026-10-03 · quote checked against the page
Equality Act 2010 s.40A(1)
“An employer (A) must take reasonable steps to prevent sexual harassment of employees of A in the course of their employment.”
Equality Act 2010, section 40A (employer duty to prevent sexual harassment of employees) · read 2026-10-03 · quote checked against the page
ERA 2025 s.20
“in subsection (1), before “reasonable steps” insert “all”.”
Employment Rights Act 2025, section 20 (all reasonable steps to prevent sexual harassment) · read 2026-10-03 · quote checked against the page
ERA 2025 s.21
“An employer (A) must not permit a third party to harass a person (B) who is an employee of A.”
Employment Rights Act 2025, section 21 (harassment by third parties) · read 2026-10-03 · quote checked against the page
ERA 2025 s.28 (new ERA 1996 s.104I(5)(h))
“(h) the inclusion in a contract of employment of a term enabling the employer to make any variation within any of the preceding paragraphs without the employee's agreement.”
Employment Rights Act 2025, section 28 (dismissal for failing to agree to variation of contract) · read 2026-10-03 · quote checked against the page
ERA 2025 s.58 (new TULRCA 1992 s.136A)
“A worker's employer must give the worker a written statement that the worker has the right to join a trade union.”
Employment Rights Act 2025, section 58 (right to statement of trade union rights) · read 2026-10-03 · quote checked against the page
ERA 2025 s.24 (new ERA 1996 s.202A)
“is void in so far as it purports to preclude the worker from making— (a) an allegation of, or a disclosure of information relating to, relevant harassment or discrimination,”
Employment Rights Act 2025, section 24 (contractual duties of confidentiality relating to harassment and discrimination) · read 2026-10-03 · quote checked against the page
DBT timeline, updated 25 September 2026
“All future dates remain subject to parliamentary processes and may change.”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect on 30 October 2026
“requiring employers to take ‘all reasonable steps’ to prevent sexual harassment of their employees”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect on 30 October 2026
“introducing an obligation on employers not to permit the harassment of their employees by third parties”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect in January 2027
“the duty to inform workers of their right to join a trade union”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect in January 2027
“reduction of unfair dismissal qualifying period to 6 months, for dismissals from 1 January 2027, and uncapping compensatory awards”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect in January 2027
“fire and rehire protections”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect in 2027
“introduction of the right to guaranteed hours and the right to reasonable notice and short notice payments (timings will be updated after consultation)”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: will take effect in 2027
“non-disclosure agreements (NDAs): regulations to prevent the misuse of NDAs in cases of workplace harassment or discrimination”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: took effect on 1 October 2026
“the time limit for bringing a claim to the Employment Tribunal has increased from 3 to 6 months”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: took effect on 6 April 2026
“Statutory Sick Pay (SSP): removing the Lower Earnings Limit (LEL) and waiting period”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
DBT timeline: took effect on 6 April 2026
“‘Day 1’ Paternity Leave and Unpaid Parental Leave”
Plan to Make Work Pay and Employment Rights Act: timeline update (Department for Business and Trade) · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 4
“Employers should allow employees to be accompanied at any formal disciplinary or grievance meeting.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 4
“Employers should allow an employee to appeal against any formal decision made.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 5
“It is important to carry out necessary investigations of potential disciplinary matters without unreasonable delay to establish the facts of the case.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 9
“If it is decided that there is a disciplinary case to answer, the employee should be notified of this in writing.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 10
“The notification should also give details of the time and venue for the disciplinary meeting and advise the employee of their right to be accompanied at the meeting.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 26
“Where an employee feels that disciplinary action taken against them is wrong or unjust they should appeal against the decision.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 32
“If it is not possible to resolve a grievance informally employees should raise the matter formally and without unreasonable delay with a manager who is not the subject of the grievance. This should be done in writing and should set out the nature of the grievance.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 33
“Employers should arrange for a formal meeting to be held without unreasonable delay after a grievance is received.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 35
“Workers have a statutory right to be accompanied by a companion at a grievance meeting which deals with a complaint about a duty owed by the employer to the worker.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas Code of Practice (2015) para 41
“Where an employee feels that their grievance has not been satisfactorily resolved they should appeal.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas, About this Code
“The procedure an employer follows and an employee's actions will be taken into account if the case reaches an employment tribunal.”
Acas Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page
Acas consultation on a draft revised Code
“Important: This consultation closed on 23 September 2026. We're in the process of reviewing responses.”
Acas consultation: draft Code of Practice on disciplinary and grievance procedures · read 2026-10-03 · quote checked against the page