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TA-05: Employment Rights Update 2026

Reference: TA-05 | Issue Date: 14/03/2026 | Review Date: Sep 2026 Applicable Standards: ISO 45001 Cl. 7.3 | ISO 9001 Cl. 7.3 Related Documents: HPOL04, HPOL08, HREG04 (L27, L28)

Legislation Update

This article covers significant changes to UK employment law taking effect in 2026. All staff should read and understand how these changes affect their rights.

Overview

Two important pieces of legislation are changing the employment rights landscape in the UK. CRGI Solutions is committed to full compliance, and you should understand what these changes mean for you.

Employment Rights Act 2025

The Employment Rights Act 2025 introduces the most significant changes to UK employment law in a generation. Key provisions come into effect from April 2026, enforced by the new Fair Work Agency.

Day-One Rights

Previously, employees needed a qualifying period (typically two years) for certain rights. Under the new Act, the following become day-one rights — available from your first day of employment:

  • Protection from unfair dismissal — No longer requires two years' continuous service. Employers may still use a statutory probation period, but the basic protection applies from day one.
  • Statutory Sick Pay (SSP) — Available from the first day of illness, with the lower earnings limit removed. Previously, you had to wait three days and earn above a minimum threshold.
  • Paternity and parental leave — Available from day one of employment rather than requiring qualifying service.

What This Means for You

If you're a current CRGI employee, you already have these rights through length of service. The practical impact is that new colleagues joining the team will have the same protections from their first day. This reflects CRGI's existing approach — we've always aimed to treat people fairly from the start.

Fair Work Agency

The Act also creates a new Fair Work Agency to enforce employment rights. This consolidates several existing enforcement bodies into a single organisation with stronger powers.

Worker Protection (Amendment of Equality Act 2010) Act 2023

This Act, which came into force in October 2024, introduced a new preventive duty on employers to take reasonable steps to prevent sexual harassment of their employees.

What Changed

Previously, employers were liable for harassment that occurred but didn't have an explicit duty to prevent it. The new law requires employers to be proactive:

  • Anticipate scenarios where harassment could occur
  • Take reasonable steps to prevent it — through policies, training, and workplace culture
  • Act on information — If concerns are raised, respond appropriately

CRGI's Response

We have updated our policies and procedures to meet this duty:

  • HPOL07 (Code of Conduct) — Sets clear expectations for professional behaviour
  • HPOL08 (Equal Opportunities Policy) — Explicitly covers the prevention of harassment
  • HPROC14 — Includes procedures for raising and investigating concerns
  • HPOL23 (Whistleblowing) — Provides a route for raising concerns confidentially

What You Should Know

  • Harassment of any kind is unacceptable at CRGI Solutions — whether between colleagues, from clients, or from any third party
  • If you experience or witness harassment, you can report it to Sean Ashton, Dragos Ciordas, or through the whistleblowing procedure (HPOL23)
  • Reports will be taken seriously, investigated properly, and treated confidentially
  • There will be no retaliation against anyone who raises a genuine concern
  • CRGI has a responsibility to act, and we will

Your Rights — A Reminder

Regardless of these specific legislative changes, all CRGI staff have the following rights:

  • Written statement of employment — Provided from day one
  • National Minimum/Living Wage — Paid at or above the applicable rate
  • Working time limits — 48 hours maximum per week (unless you've opted out), with rest breaks
  • Annual leave — 28 days including bank holidays (pro rata for part-time)
  • Equal treatment — No discrimination on the basis of any protected characteristic
  • Safe working conditions — As covered in our Health & Safety Policy (HPOL04) and related procedures
  • Data protection — Your personal data handled in accordance with UK GDPR

Questions

If you have questions about how these changes affect you specifically, speak to Sean Ashton (Operations Manager). For detailed legal advice on personal employment matters, we'd recommend consulting ACAS (0300 123 1100) or a qualified employment solicitor.

CRGI Solutions HSQE Department | HSQEMS v2.0 | Classification: CRGI Information