Divyanshu G 
Currently, February 18, 2026, is a significant milestone in the implementation of the Employment Rights Act 2025. Although the entirety of the so-called New Deal has been the subject of discussion over the years, certain notions concerning trade unions and leave notification become a reality today, marking a new era of compliance. HR Directors have to shift to execution as soon as possible.
Immediate Action on UK Labour Employment Law 2026
At present, the trade union laws have been greatly reformed. The modernization of industrial relations is expected to be achieved through the new simplified recognition process and legalization of electronic balloting. HR leaders should review their collective bargaining agreements and ensure line managers understand these UK Labour Employment Law 2026 updates to avoid inadvertent non-compliance during union access requests.
Critical Updates to Day One Rights and Paternity Notice
Even though the right to paternity leave in day one is technically implemented starting in April, the provisions regarding the notice period start today. Under the new regulations employees who are expecting children are now in a position to give notice. HR Directors will also need to revise staff handbooks as soon as possible to indicate that the paternity and unpaid parental leave will not necessitate a qualifying period of service any longer. Unless these policies are altered immediately, there is a risk of confusion and even tribunal lawsuits by April.
Preparing for the HR Checklist 2026 Overhaul
With a prospective date of April 6, the elimination of waiting days of Statutory Sick Pay (SSP) will affect payroll budgets. This HR Checklist 2026 item is non-negotiable: ensure your payroll software is patched to process SSP from the first day of absence. Also, the review contracts so that they are consistent with the new protection against dismissal of those exercising these new rights.
Relevant Social Post: Official UK Labour Party Updates
FAQs
Q1: When do the new paternity leave rights officially start?
While the notice provisions change from Feb 18, 2026, the actual “Day One” right to take leave applies to children born or adopted on or after April 6, 2026.
Q2: Do we need to pay Statutory Sick Pay (SSP) from day one immediately?
No, the removal of the three-day waiting period and the lower earnings limit takes effect on April 6, 2026, but payroll systems should be updated now.
Q3: Has the two-year rule for unfair dismissal changed yet?
Not yet. The reduction to a nine-month (or potentially six-month) probationary period for unfair dismissal rights is scheduled for implementation in January 2027.
Q4: Are electronic ballots for unions now legal?
Yes, as of February 18, 2026, provisions allowing for electronic balloting in trade union votes have come into force to modernize the process.
