The Employment Rights Act 2025 is the biggest change to British workplace law in years, and several of its most important parts arrive in the next few months. This guide puts the confirmed dates in one place, flags the ones that have moved and sets out what employers and workers can do now. It is general information, not legal advice.
What the Employment Rights Act 2025 is
The Act became law on 18 December 2025, when it received Royal Assent, as the Legal Choices website and law firm Hill Dickinson both note. Rather than switching on all at once, it is being phased in through 2026 and 2027. Some dates are fixed in regulations, while others are only indicative and still depend on rules the government has not yet made. The Act applies in Great Britain, while Northern Ireland has its own employment law.
Changes already in force
Trade union reforms began on 18 February 2026, and the larger wave followed in April. From 6 April 2026, Statutory Sick Pay became payable from the first day of sickness, and the lower earnings limit was removed so the lowest-paid workers can qualify, according to Frederick George. Day-one paternity leave and unpaid parental leave also started, and the maximum protective award for failing to consult properly on collective redundancies rose to 180 days, as the HR consultancy WPCHR sets out. The new Fair Work Agency, a single body to enforce employment rights, was established on 7 April 2026.
Autumn 2026: longer tribunal deadlines and a stronger harassment duty
Two further measures have now taken effect. On 1 October 2026 the deadline for most employment tribunal claims in England and Wales extended from three months to six, as reported by DavidsonMorris and Legal Desire. The government timetable puts the matching change for breach of contract claims in Scotland on 9 November 2026. On 30 October 2026 employers also became subject to a tougher duty to take all reasonable steps to prevent sexual harassment, including harassment by third parties such as customers, alongside new trade union access rights, according to Frederick George and Worknest.
1 January 2027: the date employers should plan around
The qualifying period for ordinary unfair dismissal falls from two years to six months for dismissals taking effect on or after 1 January 2027, and the cap on compensatory awards is removed, according to DLA Piper and Pinsent Masons. In practice, broadly anyone who started work by around 1 July 2026 will have six months of service by then. It is not a day-one right, because the Act settled on six months instead, as Employment Hero explains. Dismissals for automatically unfair reasons were already protected from the first day, so the change mainly affects ordinary conduct, performance and redundancy cases.
Tipping law reforms were due in October 2026 but have been pushed back. Hill Dickinson says they are now expected on 1 January 2027, while other firms still describe the end of 2026, so treat the exact day as unsettled.
Fire and rehire: the date that keeps moving
The government’s revised timetable, published on 3 February 2026 and summarised by DLA Piper, moved the restrictions on fire and rehire from October 2026 to January 2027. A later update has shifted them again. Herbert Smith Freehills Kramer and Legal Desire both report that the October 2026 update puts them in March 2027, with a draft revised Code of Practice on dismissal and re-engagement out for consultation until 17 December 2026. Because this date has changed twice, check the government’s official timeline before relying on any one month.
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Every key date at a glance
The table uses the dates published by the government and reported by law firms in mid-November 2026. Anything marked indicative is expected but not yet fixed in regulations.
| Date | What changes | Status |
|---|---|---|
| 18 December 2025 | Royal Assent; strike minimum service levels repealed | In force |
| 18 February 2026 | Most of the Trade Union Act 2016 restrictions repealed | In force |
| 6 and 7 April 2026 | Sick pay from day one, day-one paternity and unpaid parental leave, longer protective award, Fair Work Agency | In force |
| 1 October 2026 | Tribunal time limit rises from three to six months (England and Wales) | In force |
| 30 October 2026 | Duty to take all reasonable steps against sexual harassment, including by third parties; union access rights | In force |
| 1 January 2027 | Unfair dismissal after six months; compensation cap removed | Confirmed |
| Around 1 January 2027 | Tipping law reforms | Sources differ |
| March 2027 | Fire and rehire restrictions | Reported, check GOV.UK |
| April 2027 | Bereavement leave, including pregnancy loss | Indicative |
| September 2027 | Limits on non-disclosure agreements covering harassment and discrimination | Indicative |
| October 2027 | Flexible working reasonableness test; stronger dismissal protection around pregnancy and maternity | Indicative |
| December 2027 | Umbrella companies brought into employment agency regulation | Indicative |
| No date yet | Guaranteed hours for zero-hours workers | Awaiting regulations |
What employers can do now
Employers do not need to wait for every date to settle. Practical steps before 1 January 2027 include:
- Reviewing probation periods and dismissal procedures, because staff will gain unfair dismissal rights much earlier in their service.
- Training managers to record performance concerns in writing and to follow a fair process every time.
- Updating harassment policies so they cover third parties and show the steps the business actually takes.
- Checking sick pay policies against the new day-one entitlement.
- Budgeting for the wider cost of employing people, including the National Living Wage rise in April 2027 and the wider Autumn Budget 2026 changes.
Sole traders and very small firms taking on staff should also revisit how they price their services, since employment costs and risk are part of the maths. Free guidance from Acas and GOV.UK is the best starting point before paying for legal advice.
What workers should know
| Situation | What the change means | Sensible next step |
|---|---|---|
| You are off sick | Statutory Sick Pay can be paid from the first day, even on low earnings | Tell your employer promptly and check your contract for enhanced sick pay |
| You are dismissed on or after 1 January 2027 with six months of service | You may be able to claim unfair dismissal | Ask for the reasons in writing and contact Acas early |
| You are thinking of a tribunal claim | The deadline for most claims in England and Wales is now six months | Do not leave it late; start Acas early conciliation |
| You face harassment, including from customers | Your employer must take all reasonable steps to prevent it | Report it in writing and keep dated records |
| You are asked to accept worse terms | Fire and rehire restrictions are on the way but not yet in force | Take advice before signing anything under pressure |
Frequently asked questions
When does the Employment Rights Act 2025 take effect?
In stages. It became law on 18 December 2025, with measures arriving in February 2026, April 2026, autumn 2026 and throughout 2027.
Is unfair dismissal protection a day-one right?
No. The Act sets a six-month qualifying period, which applies to dismissals taking effect from 1 January 2027, rather than the original day-one proposal.
Does the Act apply in Northern Ireland?
No. It covers Great Britain, and Northern Ireland has its own employment legislation.
Are zero-hours contract protections in force yet?
Not yet. Law firms including Legal Desire say the guaranteed hours rules still have no start date and depend on regulations.
Where can I check the latest dates?
The government’s Plan to Make Work Pay timeline on GOV.UK is the official source, and Acas publishes plain-English guidance for employers and workers.
