The Employment Rights Act 2025 has now passed, including more detail of when key changes will take place. Gov.uk has provided a helpful breakdown of key dates.
Already in effect
The Strikes (Minimum Service Levels) Act was repealed in December 2025.
Upcoming changes
18th February 2026
Dismissal for taking part in industrial action will become automatically unfair
Changes to trade union activity, including reducing the notice needed
6th April 2026
Paternity leave and unpaid parental leave become day-1 rights
Statutory sick pay paid from the first day of illness, and the lower earnings limit will be removed.
Whistleblowing protection will cover disclosures about sexual harassment.
7th April 2026
The Fair Work Agency will be established, bringing together enforcement under one organisation (although enforcement of equality law will remain with the ECHR)
October 2026
Employers will need to take 'all reasonable steps' to prevent sexual harassment.
Employers will be liable for third party harassment unless they have taken all reasonable steps to prevent it.
Changes to tipping law, requiring employers to consult with workers when creating a policy and to update their policy every 3 years.
Further trade union changes, including a duty to inform workers of the right to join a union, updated rules on unions' access to workplaces, and protection from detriment (not just dismissal) for taking part in industrial action.
The time limit to bring a tribunal claim will be extended to 6 months will take effect "no earlier than October 2026", so they may be after this date.
During 2027
Employees will be protected from unfair dismissal after 6 months in a role.
Pregnant workers and those returning from maternity leave will have stronger protections from dismissal.
Bereavement leave introduced.
Workers on zero-hours contracts will have te right to guaranteed working hours if they want them, and will be entitled to compensation for shifts cancelled at short notice.
Employers will be legally required to give a reason for turning down flexible leave and explain why they believe it is reasonable.
Regulations will set out 'reasonable steps' for preventing sexual harassment.
Employers will be required to produce action plans to prevent gender pay gaps and support employees through menopause.
Collective redundancy will apply to the number of redundancies across the organisation, not just individual workplaces.
'Fire and rehire' will become automatically unfair in most cases.
With the amount of changes, there won't be much breathing room. It is important to start thinking about a plan to update policies and procedures.
Read more about the key changes in the Employment Rights Bill, and how employers can prepare.
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