The Employment Rights Act 2025: what changes for UK salon, spa and clinic employers

Updated 19 October 2026. Dates come from the government's Employment Rights Act timeline and Acas. The government says future dates remain subject to parliamentary processes and may change. This is general information, not legal advice; check Acas and gov.uk, or speak to an employment adviser.

Already in force: 6 April 2026

• Statutory Sick Pay from day one. SSP is now paid from the first day of sickness absence instead of the fourth, and the lower earnings limit has been removed, so low-paid and part-time staff qualify too (Acas). The government says SSP is paid at the lower of £123.25 a week or 80% of average weekly earnings (GOV.UK).
• Day-one paternity leave and unpaid parental leave. Employees can give notice of paternity leave and unpaid parental leave from their first day (Acas).
• Bereaved Partner's Paternity Leave also came into force, for parents after the death of a child's mother or primary adopter (GOV.UK).
• The Fair Work Agency was established on 7 April 2026 (GOV.UK timeline).

Coming on 30 October 2026: harassment duties

The government's timeline lists these harassment measures for 30 October 2026 (GOV.UK timeline):

• employers must take “all reasonable steps” to prevent sexual harassment of their employees
• employers must not permit the harassment of their employees by third parties

For salons, spas and clinics, third parties include clients. Review your harassment policy, train staff on how to report incidents, and make sure there's a clear way to refuse or end an appointment.

Coming in January 2027

• Unfair dismissal after six months. For dismissals from 1 January 2027, the qualifying period falls from two years to six months, and the cap on compensatory awards is removed (GOV.UK timeline; Acas).
• Fire and rehire. Dismissing someone and rehiring them on worse terms will become automatically unfair in most cases (Acas).
• Trade union information. Employers will have a duty to tell workers about their right to join a trade union (GOV.UK timeline).

Expected later in 2027

The government's timeline lists these for 2027, with some timings to be updated after consultation (GOV.UK timeline):

• the right to guaranteed hours, and to reasonable notice of shifts and short-notice payments (relevant if you use zero-hours or low-hours contracts)
• changes to flexible working
• bereavement leave, including pregnancy loss
• enhanced dismissal protections for pregnant women and new mothers

Tipping rules are also tightening. The timeline lists “strengthening tipping law” for the end of 2026, and the Employment Rights Act 2025 makes it mandatory for employers to consult workers when they write or revise their tipping policy (GOV.UK). See UK salon employer costs in 2026 for tips, holiday pay and wages.

What this means for a salon

• Sick days cost from day one. Short absences now come with SSP from the first day, and a stylist off sick still leaves a column of clients to rebook.
• Hiring decisions matter sooner. With the unfair dismissal qualifying period moving to six months, use probation reviews, clear job descriptions and written feedback from the start. See our salon receptionist job description template.
• Zero-hours front desk cover may get harder. If you rely on flexible, last-minute desk shifts, watch the guaranteed-hours and shift-notice rules as the details are published.
• Changing contracts needs care. Cutting hours or changing terms by dismissing and rehiring will be restricted from January 2027. Talk to an adviser before restructuring.

Practical ways to cope

• Put every policy in writing (sickness, holiday, tips, probation) and share it with staff.
• Keep a cover plan for sick days: who calls clients, who rebooks, who handles the phone.
• Use deposits and reminders to protect the column when someone's off. See salon no-show rate.
• Take the phone off your stylists' plates so short-staffed days don't mean missed bookings.

Where CallPad helps

CallPad is an AI receptionist for salons, spas and clinics. It answers every call 24/7, including evenings, Sundays and the Saturday rush, without adding staff hours. It books, moves and cancels appointments in real time on supported booking systems, so your team isn't pulled out of services to pick up the phone, and the calls that come in while everyone is busy still turn into bookings. It sends missed-call text-backs, texts clients on your waitlist when a slot opens up, and can take a deposit on the call by texting a payment link or using a card on file in your booking system. When a caller needs a person, it can transfer the call to a team member or take a message. Setup takes about 10 minutes, and CallPad plans are quote-based.

When a stylist calls in sick, CallPad can move or cancel appointments in real time when clients call, and it texts clients on your waitlist when a slot opens up, so a gap in one column can be filled from another.

Related guides

• UK salon employer costs in 2026
• Salon wage increases in 2026 and 2027
• AI receptionist for UK salons
• Salon front desk turnover
• Salon receptionist job description template

Frequently asked questions

When did Statutory Sick Pay change in the UK?

From 6 April 2026, SSP is paid from the first day of sickness absence instead of the fourth, and the lower earnings limit has been removed.

When does the unfair dismissal qualifying period change?

For dismissals from 1 January 2027, employees can claim unfair dismissal after six months instead of two years, and the cap on compensatory awards is removed.

Is paternity leave a day-one right now?

Yes. From 6 April 2026, paternity leave and unpaid parental leave became day-one rights.

When do guaranteed hours for zero-hours workers start?

The government's timeline lists the right to guaranteed hours, reasonable notice of shifts and short-notice payments for 2027, with timings to be updated after consultation.

Is this legal advice?

No. It's general information. Check Acas and gov.uk, or speak to an employment adviser about your salon.

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