Employment Rights Act Changes Full UK Timeline

The Employment Rights Act 2025 is bringing some of the biggest changes to UK employment law in years. But the reforms are not arriving all at once. Some changes already took effect in 2026, while others are scheduled for later in 2026 and 2027. Several details are also being developed through regulations and consultation.

For employees, the changes affect areas such as unfair dismissal, Statutory Sick Pay, paternity leave, flexible working, zero-hours contracts, harassment protection and redundancy rights. For employers, they mean reviewing contracts, HR procedures, payroll systems and management practices well before each implementation date.

The most significant future date is 1 January 2027, when the ordinary unfair dismissal qualifying period is scheduled to fall from two years to six months. The Employment Tribunal limitation period is also due to increase from three months to six months from 1 October 2026.

Here is the practical timeline and what each major change means.

Employment Rights Act changes: the full 2026–2027 timeline

What is the Employment Rights Act 2025?

The Employment Rights Act 2025 is the legislation used to introduce a large part of the government's Plan to Make Work Pay.

Its reforms cover:

• unfair dismissal;
• Statutory Sick Pay;
• parental and paternity leave;
• flexible working;
• zero-hours and low-hours contracts;
• fire and rehire;
• sexual harassment;
• collective redundancies;
• trade union rights;
• bereavement leave;
• pregnancy and maternity protections;
• tipping;
• umbrella companies;
• employment-rights enforcement.

The key point is that the Act is being implemented in stages. The legal position therefore depends on when the employment event occurred.

18 December 2025: the Act becomes law

The Employment Rights Bill received Royal Assent on 18 December 2025, becoming the Employment Rights Act 2025.

The repeal of the Strikes (Minimum Service Levels) Act 2023 took effect immediately.

Most of the major employee-facing reforms, however, were scheduled for later commencement dates.

18 February 2026: trade union and parental-right reforms

Several reforms took effect on 18 February 2026, particularly concerning trade unions and industrial action.

These included changes to industrial-action procedures, protection against dismissal for protected industrial action and removal of certain restrictions introduced by earlier trade-union legislation.

Employees newly entitled to Day 1 paternity leave and unpaid parental leave also gained the ability to give the necessary notice for taking those rights.

For most ordinary employees, these reforms are less visible than the later unfair-dismissal and sick-pay changes, but they form a significant part of the wider industrial-relations reforms.

1 April 2026: Certification Officer levy ends

From 1 April 2026, the levy paid by trade unions and employer associations to the Certification Officer was repealed.

This is primarily relevant to trade unions and employer organisations rather than individual employees, but it forms part of the broader restructuring of trade-union regulation.

6 April 2026: one of the biggest employment-law changes

6 April 2026 was a major implementation date.

Statutory Sick Pay changed

The previous Lower Earnings Limit for SSP was removed and the waiting period was abolished.

This means eligible employees can receive SSP from the first full day of sickness absence, subject to the statutory conditions. Lower-paid workers who previously failed to qualify because of earnings are also affected.

Employers should make sure their payroll and absence systems reflect the new rules.

Paternity leave became a Day 1 right

Eligible employees can now qualify for statutory paternity leave from the beginning of employment rather than having to complete the previous qualifying period.

This does not automatically mean every new employee qualifies for statutory paternity pay, because leave and pay have separate eligibility requirements.

Unpaid parental leave became a Day 1 right

The service requirement for unpaid parental leave was also removed.

This gives eligible employees access to the statutory right from the start of employment, although the rules governing how the leave is taken still apply.

Collective redundancy protection increased

The maximum protective award for employers that fail to comply with collective redundancy consultation requirements was increased.

The government is also introducing wider changes to how collective redundancy consultation obligations are triggered, with further reforms planned.

Whistleblowing protection was strengthened

Protection was strengthened for workers who make protected disclosures concerning sexual harassment.

Employers therefore need to distinguish carefully between an ordinary workplace complaint and a disclosure that may attract whistleblowing protection.

Bereaved partners received enhanced paternity rights

Eligible bereaved fathers and partners can receive extended paternity leave where the mother or primary adopter dies during the first year following the child's birth or placement.

7 April 2026: Fair Work Agency established

The Fair Work Agency was established on 7 April 2026 as part of the government's approach to employment-rights enforcement.

The purpose is to bring enforcement functions together and create a stronger system for protecting employment rights.

For employers, the message is straightforward: employment-law compliance should not be treated as something to address only after an employee makes a formal complaint.

By 31 August 2026: electronic trade union ballots

Electronic and workplace balloting for statutory trade union ballots is scheduled to be introduced by 31 August 2026.

This is mainly relevant to trade unions, collective bargaining and industrial relations.

1 October 2026: Employment Tribunal deadline increases

From 1 October 2026, the usual time limit for bringing an Employment Tribunal claim is due to increase from three months to six months.

For breach-of-contract claims in Scotland, the equivalent change is scheduled for 9 November 2026.

This does not mean employees should wait before seeking advice. Tribunal claims can involve complicated deadlines, Acas Early Conciliation and different rules depending on the type of claim.

A longer limitation period gives employees more time, but delaying a dispute can still make evidence harder to obtain.

30 October 2026: stronger sexual-harassment protection

Another major implementation date is 30 October 2026.

Employers will have a stronger duty to take all reasonable steps to prevent sexual harassment.

The reforms also address harassment by third parties, meaning employers need to consider risks involving customers, clients, contractors and members of the public.

For example, if a hospitality worker repeatedly experiences sexual comments from customers, an employer may need to demonstrate that it has taken reasonable preventive measures rather than simply treating each incident as an isolated complaint.

The October reforms also include further trade union changes, including rights concerning union access and worker information.

December 2026: seafarer protections

New Seafarer Protection Regulations are scheduled for December 2026.

These reforms are particularly relevant to maritime employers and seafarers rather than the majority of UK workers.

By the end of 2026: tipping reforms

Strengthened tipping legislation is expected to take effect by the end of 2026.

This will be particularly relevant to hospitality and other businesses where tips or service charges form part of workers' income.

Employers should monitor the final regulations and ensure their tipping policies and payroll processes are ready.

1 January 2027: unfair dismissal changes

1 January 2027 is one of the most important dates in the entire Employment Rights Act timetable.

Unfair dismissal qualifying period falls to six months

The ordinary unfair dismissal qualifying period is scheduled to fall from two years to six months.

That means most employees who have completed six months' service will gain access to ordinary unfair dismissal protection, subject to the rules applying to their particular circumstances.

This does not mean every dismissal after six months is automatically unlawful.

Employers will still be able to dismiss employees for potentially fair reasons, such as conduct, capability, redundancy or another substantial reason, provided the relevant legal requirements are met.

The practical difference is that employees will have earlier access to tribunal protection.

The unfair-dismissal compensation cap is removed

The statutory cap on the compensatory award for ordinary unfair dismissal is also due to be removed.

That potentially increases financial exposure for employers where a successful claimant can demonstrate significant losses.

It does not mean every successful claim will result in a large award. Compensation still depends on the facts and the losses that can properly be established.

Fire and rehire restrictions

The Act introduces stronger restrictions on dismissing employees and rehiring them on materially worse terms.

Employers considering major changes to pay, hours, location or other contractual conditions will therefore need to approach the process carefully.

Consultation and documented business reasoning will become increasingly important.

2027: flexible working reforms

The government is also progressing reforms to flexible working.

The proposed framework would strengthen the requirement for employers to give a reasonable explanation when refusing a flexible-working request.

This does not mean every request must be accepted.

Employers will continue to have statutory business grounds for refusing requests, but the decision-making process is expected to face greater scrutiny.

A good employer response should therefore demonstrate that the actual request was considered rather than rejected automatically.

2027: zero-hours and low-hours contracts

One of the most closely watched reforms concerns workers on zero-hours and low-hours arrangements.

The proposed system includes:

• guaranteed-hours offers based on hours regularly worked;
• reasonable notice of shifts;
• reasonable notice of shift changes;
• compensation for certain short-notice cancellations or changes.

The government has consulted on details including a potential 12-week reference period, but

the final regulations will determine how the system works in practice.

Zero-hours contracts are therefore not simply being banned.

Instead, the reforms are designed to give qualifying workers greater predictability while retaining flexibility in the employment relationship.

2027: enhanced protection for pregnant employees and new mothers

The Act also provides for stronger protection against dismissal for pregnant employees and new mothers.

Employers carrying out redundancies, restructures or performance processes involving someone who is pregnant or recently returned from maternity leave should therefore review the circumstances particularly carefully.

This area already has significant legal protections, and the new rules add another layer of protection.

2027: bereavement leave

A new statutory entitlement to bereavement leave is expected during 2027.

The reforms also address pregnancy loss.

The exact practical operation will depend on the regulations setting out eligibility and the process for taking leave.

For employers, this means bereavement should not be treated simply as an informal compassionate-leave issue once the new statutory framework is implemented.

2027: umbrella companies

The Act also provides for regulation of umbrella companies.

This matters to contractors, recruitment agencies and businesses using temporary or contingent workers.

Employers should understand who is actually responsible for paying workers, deducting tax and complying with employment rights rather than assuming that using an intermediary removes legal risk.

2027: collective redundancy changes

The government is also consulting on changes to collective redundancy rules.

One major proposal concerns how the threshold for collective consultation is calculated, including whether redundancies across an organisation rather than at a single establishment should be considered.

This could be especially significant for large employers restructuring several offices, branches or sites at the same time.

What should employers do now?

Businesses should treat the Employment Rights Act timeline as a practical compliance checklist.

Start by reviewing:

1. Employment contracts for outdated statutory references.
2. Payroll systems for the April 2026 SSP changes.
3. Parental-leave policies following the Day 1 reforms.
4. Dismissal procedures before the January 2027 unfair-dismissal change.
5. Flexible-working procedures ahead of the new framework.
6. Zero-hours contracts and variable-hours arrangements.
7. Sexual-harassment prevention measures before October 2026.
8. Redundancy procedures and consultation processes.
9. Trade union policies, where relevant.
10. Manager training, particularly around dismissal, harassment and flexible working.

Small businesses should not assume that having no HR department means these reforms do not apply. A simple written procedure, consistent record keeping and properly trained managers can prevent many avoidable problems.

What should employees do?

Employees should understand the dates but should not rely on the future reforms to resolve a current dispute.

Keep copies of:

• contracts;
• payslips;
• working-hour records;
• flexible-working requests;
• disciplinary letters;
• grievances;
• redundancy communications;
• dismissal letters;
• relevant emails and messages.

If you believe you have an employment claim, seek advice promptly. The six-month tribunal limit scheduled for October 2026 is not a reason to wait until the deadline.

Does the Act apply across the whole UK?

Not in exactly the same way.

The main Make Work Pay reforms discussed here concern Great Britain: England, Scotland and Wales. Northern Ireland has its own employment-law framework.

For example, GOV.UK confirms that the new six-month unfair dismissal qualifying period applies to Great Britain, while Northern Ireland continues to operate under different rules.

Anyone working in Northern Ireland should therefore check Northern Ireland-specific employment legislation.

Which changes are confirmed and which could still move?

The implementation timetable contains three broad categories:

Already in force: reforms whose commencement dates have passed.

Confirmed future dates: measures with announced commencement dates, such as the October 2026 tribunal-limit change and January 2027 unfair-dismissal reform.

Measures still being developed: areas such as flexible working, guaranteed hours and some 2027 reforms where consultation and secondary legislation remain important.

The government states that future dates remain subject to parliamentary processes and may change.

This distinction matters because employment-law headlines can become outdated quickly.

Key Insights

• The Employment Rights Act 2025 became law on 18 December 2025, but implementation is spread across 2026 and 2027.
• SSP changed significantly on 6 April 2026, including removal of the waiting period and Lower Earnings Limit.
• The general Employment Tribunal limitation period is scheduled to increase from three to six months on 1 October 2026.
• From 1 January 2027, the ordinary unfair dismissal qualifying period is scheduled to fall from two years to six months.
• Fire-and-rehire restrictions are also scheduled for January 2027.
• Flexible-working and zero-hours reforms are being developed for 2027, with important details still dependent on regulations.
• Employers should update policies and train managers before each commencement date.
• Northern Ireland has a separate employment-law framework, so Great Britain guidance should not automatically be applied there.

FAQ

1. When did the Employment Rights Act 2025 become law?

It received Royal Assent on 18 December 2025. Different parts of the Act are being brought into force at different times.

2. When does the six-month unfair dismissal rule start?

The new six-month qualifying period is scheduled to apply from 1 January 2027.

3. Is unfair dismissal becoming a Day 1 right?

No. Ordinary unfair dismissal is scheduled to require six months' service. Some other protections, including discrimination protection, already apply from the beginning of employment.

4. What changed for Statutory Sick Pay in 2026?

From 6 April 2026, the waiting period was abolished and the Lower Earnings Limit was removed for SSP purposes.

5. Is paternity leave now a Day 1 right?

Yes. Eligible employees can qualify for statutory paternity leave from the start of employment, although separate rules apply to statutory paternity pay.

6. Will zero-hours contracts be banned?

No. The reforms focus on guaranteed-hours offers, reasonable shift notice and compensation for certain short-notice changes or cancellations.

7. When will zero-hours reforms begin?

The government currently expects the main reforms during 2027, but the exact commencement date and detailed rules are still being developed.

8. Will employers have to accept every flexible-working request?

No. Employers will retain statutory grounds for refusing requests, although the proposed reforms would require stronger reasoning for refusals.

9. When does the Employment Tribunal deadline change?

The general deadline is scheduled to increase from three months to six months on 1 October 2026.

10. What changes for sexual harassment?

From 30 October 2026, employers will have a stronger duty to take all reasonable steps to prevent sexual harassment, alongside measures concerning third-party harassment.

11. What are the new fire-and-rehire rules?

The reforms restrict the use of dismissal and re-engagement to impose materially worse contractual terms, subject to the statutory exceptions.

12. Will employers have to change employment contracts?

Many employers will need to review contracts and policies. The exact changes required depend on the business, workforce and statutory provisions affecting it.

13. Does the Act introduce bereavement leave?

Yes. A new statutory bereavement-leave entitlement is expected as part of the 2027 implementation programme.

14. Does the Act apply in Northern Ireland?

The main reforms discussed here apply to Great Britain. Northern Ireland has a separate employment-law system.

15. Can the Employment Rights Act timeline change?

Yes. Future dates can change because implementation depends on regulations, parliamentary processes and ongoing consultation.

Final Thoughts

The Employment Rights Act 2025 is best understood as a rolling programme of employment-law reform, not a single change.

For employees, the biggest practical developments include stronger sick-pay access, Day 1 parental rights, a longer Employment Tribunal window and the planned six-month unfair-dismissal qualifying period.

For employers, the priority is preparation. Dismissal procedures, harassment prevention, flexible working, payroll, redundancy consultation and variable-hours arrangements all deserve attention before the relevant reforms take effect.

The most reliable approach is to check the official implementation timetable regularly and distinguish between reforms that

are already in force, reforms with confirmed dates and proposals still awaiting detailed regulations.

For a worker, knowing the date attached to a right can make a major difference. For an employer, preparing before the deadline can prevent a legal change from becoming an expensive operational problem.

Disclaimer: The information provided in this article is for general informational and research purposes only. Company details, features, services, and market positions may change over time. Readers are advised to visit official company websites and conduct independent research before making any business decisions or purchasing services.