The Employment Rights Act 2025 is now law. While changes will be phased in, expectations of employers are already rising, particularly around how health support works in practice.

In 2026, organisations will be judged less on what policies say and more on:

• Whether support was available early
• Whether similar cases were handled consistently
• Whether delays or informal handling caused escalation

For HR and Benefits leaders, waiting increases risk.

This guide sets out the six practical actions employers need to take now to prepare for the Employment Rights Act 2025, including a clear focus on menopause action plans and health-related risk.

Why you need this guide 

• The Employment Rights Act 2025 raises scrutiny and employer risk

• Tribunal access will be easier

• Health issues like menopause, absence and adjustments are key pressure points

• Policies alone are no longer enough, execution matters

This guide shows you what to prioritise and what to do next, with clarity and confidence.

What you'll learn