The Employment Rights Act, which received Royal Assent in December 2025, represents the most significant overhaul of workplace rights in a generation. For businesses operating under the JIB Collective Agreement, understanding these changes is crucial to maintaining compliance and good operations. For a detailed analysis of how the Employment Rights Act will affect the JIB Handbook, you can watch here.
The government’s ‘Make Work Pay’ agenda underpins this legislation with the stated purpose of aiming to modernise the workplace, tackle employment insecurity, and ensure core protections apply from day one. Some measures took effect immediately at Royal Assent but the most significant changes for our sector come into force on 18 February 2026.
What changes on 18 February 2026?
Several key provisions will take effect which directly impact workforce management. Most notably for electrotechnical employers, employees will gain new Day 1 rights to paternity leave and unpaid parental leave. Previously, these entitlements required a qualifying period of continuous employment. Under the new rules, eligible employees can now give notice for these leave types immediately upon starting employment, fundamentally changing how you’ll need to plan for workforce availability, particularly on longer-term projects. Policy advice on this will be available from the Electrical Contractor’s Association (ECA).
The Collective Agreement convenes employers and employees – represented by the ECA and Unite – to set industry defined terms and conditions, facilitate active dialogue, and deliver sector-leading advice and benefits to employees. This is supported by a robust resolution process. The legislation introduces enhanced protections against dismissal for employees taking industrial action, alongside simplified requirements for industrial action notices and ballot notices. Trade union political fund requirements have been streamlined, with the removal of the 10-year ballot requirement. Additionally, the great majority of the Trade Union Act 2016 has been repealed, simplifying the regulatory landscape for union-employer relations.
How JIB sets the bar
For those operating within the JIB framework, there is positive news. The Collective Agreement has long established standards that, in many areas, already exceed the new statutory minimums.
This positions JIB employers favourably as responsible employers who have consistently provided fair terms and conditions. However, compliance still requires careful attention to the new procedural requirements, particularly around notice periods for family-related leave and documentation standards.
The challenge does not lie in meeting the new standards but in ensuring that HR and payroll systems are updated to handle Day 1 entitlements correctly; and that managers understand their obligations when employees request these new rights.
How we can help
Navigating these changes requires detailed understanding of both the legislation and its practical application within the electrotechnical sector. Our Industrial Relations team has prepared a comprehensive webinar providing detailed analysis of the Act and its implications for JIB employers. While implementation guidance continues to evolve, this session covers everything you need to know about preparing for 18 February 2026 and beyond.
You can view our webinar analysis here.
For specific queries about how these changes affect your business, our Industrial Relations team is available to provide tailored guidance, education and awareness sessions.
Contact us:
Telephone: 01322 661690
Email: IR@JIB.org.uk
