The requirements of the Employment Rights Act 2025 are being introduced throughout 2026 and 2027 and impact a number of different areas of work and employment. Key among these include:
- Day 1 rights to paternity leave and unpaid parental leave. Previously, these entitlements required a qualifying period of continuous employment. Under the new rules, eligible employees can now give notice for these leave types immediately upon starting employment (effective from 18/02/2026)
- Reduction of unfair dismissal qualifying period from 2 years to 6 months (effective from 01/01/2027)
Benefits of JIB-PMES participation
The JIB-PMES National Working Rule Agreement has long established standards that, in many areas, already exceed the new statutory minimums. This positions JIB-PMES participant companies favourably and identifies them as responsible employers who provide fair terms and conditions of employment.
The National Working Rules are designed to support fair and consistent employment practices from the outset, including:
- Established contractual standards across the industry
- Structured procedures for handling workplace issues
- Clear expectations on working arrangements and conditions
- Access to expert Industrial Relations advice and support.
Further details regarding these changes can be found here: https://www.gov.uk/government/publications/implementing-the-plan-to-make-work-pay-and-employment-rights-act/plan-to-make-work-pay-and-employment-rights-act-timeline-update