The Department for Business and Trade (DBT) has published a range of resources, factsheets and guidance aimed at supporting businesses with the changes that they need to make to comply with the Employment Rights Act.
Measures that will take effect on April 6 are:
- Bereaved Partner’s Paternity Leave: New right to time off following the death of a child’s mother or primary adopter.
- Statutory Sick Pay: More employees will qualify, with no earnings threshold and no three-day waiting period.
- Day-one family leave: Employees entitled to Paternity Leave and Unpaid Parental Leave from the first day in a new job. Notice can be given from February 18.
Measures that will take effect from October 2026:
- Trade Union Rights: Duty to inform workers of their right to join a trade union and strengthening trade union right of access
- Protection from Third-Party Harassment: obligation on employers not to permit the harassment of their employees by third parties
- Protection from Sexual Harassment: Requiring employers to take ‘all reasonable steps’ to prevent sexual harassment of their employees
Measures that will take effect in 2027:
- Unfair Dismissal Protections: Qualifying period for unfair dismissal reduced to six months
- Protections for pregnant women and new mothers: limiting circumstances for dismissal for pregnant women and new mothers
- Bereavement Leave: requiring clear policies and processes for time off for bereavement (including pregnancy loss)
- Flexible Working: New support for employees to access flexible working and requiring employers to accept these requests
DBT has published a dedicated website for employers providing guidance on how the changes will affect your business and the actions that you need to take. Further changes will be introduced gradually through 2026 and into 2027. The guidance is available here: https://www.business.gov.uk/campaign/employment-changes/employers/
Findings from the 2025 ACS Colleague Survey show that convenience stores already offer flexibility and security to the 443,000 people they employ. Some 96% of colleagues are on permanent contracts, 53% work full-time hours, and 72% have never had a shift cancelled.
ACS says it will continue to make representations to the DBS about the challenges facing retailers and the impact of rising costs on employment prospects. ACS’ 2026 Colleague Survey is currently in the field, seeking to find out more about the benefits of working in the sector and the future prospects of store colleagues. Retailers can share the Colleague Survey with their teams via the following link: https://www.surveymonkey.com/r/ACSColleagues2026
