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The Strikes (Minimum Service Levels) Act was repealed in December 2025.
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.
Bereaved Partners Paternity Leave allows father or partner to take up to 52 weeks paternity leave if the child's mother (or primary adopter) dies before the child turns one.
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)
Upcoming changes
By 31st August
changes to statutory trade union ballots
1st October 2026
the time limit for bringing a claim to the tribunal will be extended to 6 months
30th 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.
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.
By the end of 2026
Strengthening the law on tipping
January 2027
Employees will be protected from unfair dismissal after 6 months in a role.
During 2027
employers must have action plans on gender equality and supporting employees through the menopause
pregnant women and new mothers get enhanced protections from dismissal
extending blacklisting protections
collective redundancy – collective consultation threshold
flexible working
bereavement leave including pregnancy loss
introduction of the right to guaranteed hours and the right to reasonable notice and short notice payments
electronic and workplace balloting extended
misuse of NDAs prevented in cases of workplace harassment or discrimination
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.
Share this post:
