About the Employment Rights Act 2025
The Employment Rights Act 2025 introduces a range of changes to employment rights, with particular significance for adult social care. These include measures relating to job security, flexible working, trade union rights and the introduction of a Fair Pay Agreement for adult social care in England.
The changes are being introduced in stages. Some measures are already in force, while others will take effect during 2026 and 2027 as further regulations are developed.
Latest developments
Zero-hours contracts
The Government has published new guidance for employers on zero-hours contracts. The new rights to guaranteed hours, reasonable notice of shifts and payment for shifts cancelled, moved or curtailed at short notice are not yet in force. These measures are expected to be introduced during 2027, with timings to be confirmed following consultation.
The new guidance also sets out current employment rights and good practice for employers using zero-hours contracts.
Read the Government’s guidance on zero-hours contracts
Fair Pay Agreement
The Government’s current implementation timetable provides for regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England in October 2026. Further details on the negotiating process and the eventual agreement will follow.
SCA will continue to keep members updated as the arrangements develop.
Implementation timetable
The Employment Rights Act 2025 is being implemented in stages. The Government’s timetable currently includes measures taking effect during 2026 and 2027, although some dates remain subject to parliamentary processes and further consultation.
Key developments for adult social care providers include:
- October 2026: regulations are expected to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England.
- 2027: the right to guaranteed hours and rights relating to reasonable notice and short-notice changes or cancellations are expected to be introduced, with detailed timings still to be confirmed.
- 2027: further employment-rights measures will also be introduced, including changes relating to flexible working, bereavement leave and protections for pregnant women and new mothers.
The Government’s implementation timetable is updated as further dates are confirmed.