The Employment Rights Act represents the most significant overhaul of employment law in a generation. With changes being introduced in phases, employers should act early to assess impacts, review policies and plan ahead.
Early preparation will be essential to managing risk, maintaining compliance and supporting your workforce through the transition. Use the timeline below to identify upcoming milestones and ensure your organisation is ready for the changes ahead.
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Royal Assent - December 2025
Repeal of the Strikes (Minimum Service Levels) Act 2023
18 February 2026
Trade union reforms and stronger workplace rights take effect, including easier industrial action processes and expanded family leave entitlements.
View more...Repealing most of the Trade Union Act 2016 (some provisions will be repealed via commencement order at a later date)
Removing the 10-year ballot requirement for trade union political funds
Simplifying industrial action notices and industrial action ballot notices
Protection against dismissal for taking industrial action
Employees that are newly eligible for ‘Day 1’ Paternity Leave and Unpaid Parental Leave can give notice
View less...6 April 2026
Major boost to worker protections and family support, with enhanced leave rights, stronger whistleblowing safeguards, and expanded sick pay coverage.
View more...Collective redundancy protective award, doubling the maximum period of the protective award
‘Day 1’ Paternity Leave and Unpaid Parental Leave
Whistle blowing: Strengthening protections for workers who ‘blow the whistle’ on sexual harassment
Bereaved Partners’ Paternity Leave (non-MWP measure) will enable bereaved fathers and partners to take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child’s life
Statutory Sick Pay: Removing the Lower Earnings Limit and waiting period
Voluntary action plans on gender equality and supporting employees through the menopause
Menopause guidance
Simplifying trade union recognition process
View less...7 April 2026
Establishment of the Fair Work Agency
August 2026
Electronic and workplace balloting for statutory trade union ballots
October 2026
A significant package of reforms aimed at strengthening workplace protections, empowering trade unions and enhancing workforce relations.
View more...1 October 2026
Employment Tribunal Time Limits
Workers will have more time to bring Employment Tribunal claims, with the limitation period for most claims increasing from three months to six months.
30 October 2026
Sexual harassment and third-party harassment
Requirement for employers to take all reasonable steps to prevent sexual harassment of their employees.
Requirement for employers not to permit the harassment of their employees by third parties.
Introduction of a power enabling regulations to specify steps that are to be regarded as "reasonable" when determining whether an employer has taken all reasonable steps to prevent sexual harassment.
Trade union reforms
Duty to inform workers of their right to join a trade union.
Strengthening of trade unions' rights of access to workplaces.
Reforms to trade union recognition and derecognition processes, including measures to address unfair practices and other outstanding recognition reforms.
New rights and protections for trade union representatives.
Extended protections against detriments for taking industrial action.
Other reforms
Bringing forward regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England.
Reinstatement of the two-tier procurement code for outsourced public sector workers.
View less...1 January 2027
Unfair Dismissal and Fire and Rehire Reforms
A major shift in employer obligations, strengthening protection against dismissal and placing tighter restrictions on dismissal and re-engagement practices.
View more...Unfair dismissal
Reduction of the qualifying period for unfair dismissal claims from two years to six months.
Removal of the cap on compensatory awards for unfair dismissal claims.
Fire and rehire
New protections restricting the use of fire and rehire practices by employers.
View less...2027
The next phase of employment reform, delivering greater job security, workplace equality, family leave rights, and protections for atypical workers.
View more...Mandatory action plans on gender equality and supporting employees through the menopause
Increased rights for pregnant workers not to be dismissed for other reasons (than the existing reason of redundancy) specifying steps that are to be regarded as ‘reasonable’, to determine whether an employer has taken all reasonable steps to prevent sexual harassment
Extending blacklisting protections
Industrial relations framework
Regulation of umbrella companies
New collective redundancy consultation threshold
Changes to flexible working
Day-1 right to bereavement leave including pregnancy loss
Non-disclosure agreements: regulations to prevent the misuse of NDAs in cases of workplace harassment or discrimination
Ending the exploitative use of zero-hours contracts: Duty to offer guaranteed hours contracts, provide reasonable notice of shifts and pay compensation
Electronic and workplace balloting for recognition and derecognition ballots
View less...Looking for more ERA 2025 support?
Our ERA hub helps you navigate the changes with confidence, giving you clear insight, closing gaps, and ensuring you’re ready for what’s ahead.
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