Employment Rights Act 2025: when will employment reforms come into force?

Blog

06.02.2026

Updated as of 5 February 2026

The Employment Rights Act 2025 (ERA) is now in force. However, the conversation is far from over since its wide-ranging employment reforms are due to be phased in over several years. In its recently updated timeline, the government provides clarity on when changes will start to come into effect – setting out a timetable that extends into 2027.

In this blog, we outline the government’s proposed timetable for implementing the ERA, highlighting key milestones that will be of significance to employers in the years ahead. While the Government has reiterated its commitment to the original implementation timetable published in 2025, it has announced several adjustments – including a short delay to the introduction of the new restrictions on fire and rehire, which are now expected to take effect in January 2027.

For a visual overview of the key dates, you can refer to our updated ‘at a glance’ timeline, with full details of the reforms being introduced available on our Employment Rights Act insights page.

Preparing for implementation

The Employment Rights Act 2025 receiving Royal Assent is only part of the picture. Much of the detail around policy and implementation will be set out in secondary legislation, with consultation and engagement (via guidance and new Codes of Practice) promised before many of the reforms are finalised. Consultations on family rights and trade union reforms have now closed and the outcomes are awaited, and it is anticipated that further consultations will follow in the Spring.

A phased approach to implementation

The Government has confirmed that the implementation of employment reforms will be phased in over time to help employers plan their time and resources in order to prepare effectively.

Here are the key dates when the various measures are expected to take effect:

December 2025

Royal Assent granted
Trade union reform: repeal of the Strikes (Minimum Service Levels) Act 2023.

18 February 2026

Trade union reforms: repeal of the majority of the Trade Union Act 2016, simplifying requirements around industrial action and political funds.
Political funds: removal of the 10‑year ballot requirement.
Industrial action notices: simplified rules for issuing industrial action and ballot notices.
Protection from dismissal: for employees taking industrial action.
Day 1 leave: eligible employees can give notice for "day 1" paternity leave and unpaid parental leave (due to take effect in April 2026).

6 April 2026

Collective redundancy: protective award doubled from 90 to 180 days’ pay.
Family leave: paternity and unpaid parental leave to become a “day 1” right.
Statutory sick pay: removal of the Lower Earnings Limit and the waiting period.
Whistleblowing protection: the protection of sexual harassment disclosures under whistleblowing legislation.
Bereaved partners' paternity leave: up to 52 weeks' leave introduced.
Trade unions: simplified recognition process.
Gender equality: action plans become voluntary.

7 April 2026

Fair Work Agency: agency established.

No earlier than August 2026

Trade unions: introduction of electronic balloting.

October 2026

Third party harassment: introduction of the new duty on employers to prevent harassment of employees by third parties.
Sexual harassment: strengthened duty requiring employers to take “all” reasonable steps to prevent sexual harassment.
Trade union rights: various trade union rights and protections introduced or strengthened.
Employment Tribunal time limits: time limits for bringing a Tribunal claim increased from 3 to 6 months.

1 January 2027

Unfair dismissal: protection from six months' service and removal of compensation cap
Fire and rehire: ban introduced, other than in limited circumstances.

2027

Zero hours contracts: guaranteed hours provisions introduced for zero-hour and low-hour employees and agency workers.
Flexible working: additional obligations placed on employers when refusing requests.
Pregnancy: enhanced protections for pregnant workers.
Bereavement leave: new statutory entitlement introduced.
Collective redundancy consultation: changes to consultation thresholds.
Gender equality: action plans become mandatory (expected to be voluntary from April 2026).

The roadmap reflects the government’s current expectations as to when these measures will be introduced, but it is possible some dates may shift as implementation progresses.

Implications for employers

The Employment Rights Act 2025 marks a significant shift in the employment landscape and will require careful planning by employers to ensure compliance and minimise legal risk (see our article Preparing for change with seven practical steps for suggestions for how to manage this). The updated implementation timetable provides welcome clarity on the expected timing of consultations and when key changes are likely to take effect.

Encouragingly for employers, other than in respect of certain trade union reforms, very few changes will come into force before April 2026 at the earliest. This gives employers time to understand the detail and impact of the reforms and develop effective plans for introducing them into their workplace.

In the meantime, we will continue to keep employers updated on this and other developments as they are announced via our weekly WorkLife blog and on our ERA insights page.

This publication is a general summary of the law. It should not replace legal advice tailored to your specific circumstances.