Employment Rights Act 2025: Acas survey on impact of changes

Acas recently published the results of its survey where employers and employees were asked which three changes in the Employment Rights Act 2025 would have the biggest impact in their workplace.

There were some interesting findings. Topping the list for both groups were the new rights on Statutory Sick Pay (SSP) named by 43% of employers and 36% of employees.

The SSP reforms take effect from 6 April 2026 and the key changes are removal of the Lower Earnings Limit and SSP paid at 80% of normal weekly earnings, unless the statutory flat rate is lower. Crucially, SSP is payable from day one of sickness absence. For more details of the changes, see our previous article.

What were the other findings in the Acas survey?

Perhaps unsurprisingly, the reduction in the unfair dismissal qualifying period from two years to six months was identified as the second most significant change by both groups (31% of employers and 30% of employees). Other than the SSP and unfair dismissal changes, there were different findings from the two groups.

Results for employers

Employers ranked the new paternity leave day-one rights as the third biggest reform (28%) followed by:

Making it easier for workers to get flexible working arrangements – 25%
Making it easier for trade unions to have the right to negotiate with employers over pay and conditions and to take industrial action – 16%
Giving workers on zero-hour contracts the option of having guaranteed working hours to reflect their usual working hours – 12%
Stronger protections against unfair dismissal for pregnant workers and those returning from maternity leave – 11%
Limiting fire and rehire practices – 11%
Requiring employers to do more to prevent sexual harassment at work – 10%
Stronger financial penalties against employers for failing to collectively consult – 5%

Results for employees

Employees ranked the measure making it easier to get flexible working arrangements in third place (28%) followed by:

The new paternity leave day-one rights – 20%
Giving workers on zero-hour contracts the option of having guaranteed working hours to reflect their usual working hours – 19%
Limiting fire and rehire practices – 14%
Making it easier for trade unions to have the right to negotiate with employers over pay and conditions and to take industrial action – 11%
Stronger protections against unfair dismissal for pregnant workers and those returning from maternity leave – 10%
Stronger financial penalties against employers for failing to collectively consult – 9%
Requiring employers to do more to prevent sexual harassment at work – 7%

Acas says that the findings will help it target its support for employers and employees and it will be updating its advice and training.