On 6 April 2026, the third set of commencement regulations under the Employment Rights Act 2025 came into force, reforming statutory sick pay (SSP). These changes remove the three-day waiting period, abolish the lower earnings limit (LEL) for eligibility, and introduce a modified approach for lower earners.

Recruitment shortages, industrial relations tensions and new employment legislation are creating a challenging environment for FE colleges. Here is what leadership and HR teams need to know.

The Employment Rights Act 2025 (the Act) introduces significant changes to the employer–trade union relationship. For academies, the reforms affect industrial action, recognition, facility time and union access rights, reshaping the legal framework over the coming months. Here we explore all of the changes under the Act from those already in force through those that will be implemented over the coming months.

The government has published a consultation on the scope of new protections against detriment for workers taking official industrial action introduced by the Employment Rights Act 2025.

Further commencement regulations bring significant reforms into force, including day one SSP, enhanced enforcement powers and wider workplace obligations.

The first substantive tranche of trade union reforms under the Employment Rights Act 2025 came into force on 18 February 2026.