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Employment Rights Act 2025: Commencement No. 1 Regulations 2026 (SI 2026/3)—summary of provisions commenced Jan–Apr 2026 and key changes (zero‑hours exclusivity, industrial action, parental/paternity leave)

Published on: 12 January 2026

Published by a LexisNexis Employment expert
Legal News
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Article summary

Summary of provisions

The Employment Rights Act 2025 (Commencement No. 1 and Transitional and Saving Provisions) Regulations 2026, SI 2026/3 bring several measures into effect, although most operate as enabling powers that permit secondary legislation to be made. The outline below sets out the provisions to be implemented under the ERA 2025 (Commencement No. 1 and Transitional and Saving Provisions) Regs 2026, SI 2026/3, and their position from 6 January 2026.

  • Workers (Predictable Terms and Conditions) Act 2023 repealed — ERA 2025, s 7 — Fully in force — January 2026 — SI 2026/3, reg 2(4)
  • Exclusivity clauses in zero-hours arrangements banned — ERA 2025, s 8 — Fully in force — January 2026 — SI 2026/3, reg 2(8)
  • Guaranteed hours for zero/low-hours workers — ERA 2025 ss.1, 6, Sch. 2 — Enabling only — January 2026 — SI 2026/3, reg 2(2)(a)
  • Reasonable notice of shifts — ERA 2025, s 2 — Enabling only — January 2026 — SI 2026/3, reg 2(2)(b)
  • Payment for cancelled / curtailed shifts — ERA 2025, s 3 — Enabling only — January 2026 — SI 2026/3, reg 2(2)(c)
  • Agency worker guaranteed hours & shift rights — ERA 2025, s 4; Sch...

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