Employment Rights Act 2025 — A 2026–27 Board Checklist

The Employment Rights Act 2025 received Royal Assent on 18 December 2025 and will be implemented in phases, with most changes expected during 2026 and 2027.  For Boards and CEOs, this is a governance issue: policy, practice, and evidence of fairness must align.

Key takeaways

Treat this as a board-owned readiness programme, not an HR tidy-up

Start with a gap review: policy vs practice, training, and risk hotspots

Keep your “fair process” backbone strong while changes phase in

What to do in the next 30–60 days

Put it on the agenda and assign an exec owner with a reporting cadence.

Commission a practical gap review (policies, templates, and what managers actually do).

Refresh manager toolkits (grievance, discipline, investigations) so decisions are consistent and defensible. ACAS emphasises the importance of reasonable investigation as part of fair process.

Communicate calmly and clearly with staff: what’s changing, what isn’t, and how concerns are raised safely.

If you want a clear, board-ready plan, LSK Evolv can deliver a Readiness Checklist + Roadmap, including policy priorities and a manager toolkit refresh aligned to ACAS principles.