The Government has published a revised Employment Rights Act 2025 timeline as part of the wider Plan to Make Work Pay. This update replaces the July 2025 roadmap and confirms when different parts of the legislation are expected to take effect across 2026 and 2027.
The reforms are being introduced in phases to allow time for preparation and consultation. While the substance of the changes remains the same, the revised timetable alters the order in which different rights, duties and enforcement mechanisms come into force.
This guide sets out the current position based on the latest published timetable.
December 2025
Some provisions took effect immediately on Royal Assent in December 2025. These include the repeal of the Strikes (Minimum Service Levels) Act 2023.
As a result, statutory minimum service level requirements no longer apply.
Changes taking effect from 18 February 2026
From 18 February 2026, a package of trade union law reforms takes effect. The great majority of the Trade Union Act 2016 is repealed, simplifying requirements around industrial action and political funds.
Protections against dismissal for taking industrial action are strengthened, and processes for industrial action notices and ballots are simplified.
From this date, employees who are newly eligible for Day 1 Paternity Leave and Unpaid Parental Leave are also able to give notice.
Changes taking effect from 6 April 2026
Early April 2026 marks a significant stage in the revised timeline.
From 6 April 2026, the maximum period for a collective redundancy protective award doubles, increasing the potential remedy where consultation obligations are breached. Statutory Sick Pay also changes on this date, with the removal of the Lower Earnings Limit and the waiting period, expanding eligibility.
Day 1 Paternity Leave and Unpaid Parental Leave become fully effective. Whistleblowing protections are strengthened in relation to sexual harassment.
Bereaved Partners’ Paternity Leave is introduced, enabling bereaved fathers and partners to take up to 52 weeks of paternity leave where the mother or primary adopter dies within the first year of the child’s life.
The Government also introduces voluntary action plans on gender equality and supporting employees through the menopause, alongside new menopause guidance.
Establishment of the Fair Work Agency
The revised timetable confirms that the Fair Work Agency will be established on 7 April 2026.
The Agency is intended to play a central role in enforcing employment rights. Its establishment marks a change in how enforcement is organised, even where individual rights and obligations take effect later.
Measures expected from late 2026
Electronic and workplace balloting for statutory trade union ballots will take effect no earlier than August 2026.
A further group of measures is scheduled for October 2026. These include expanded trade union access rights, new rights and protections for trade union representatives, a duty to inform workers of their right to join a trade union and extended protections against detriment for taking industrial action.
New duties relating to sexual harassment also sit in this phase. These include obligations on employers to take all reasonable steps to prevent sexual harassment, to prevent harassment by third parties and a power to specify what steps are to be treated as reasonable.
Employment tribunal time limit changes are described as taking effect no earlier than October 2026, leaving scope for later commencement.
Changes taking effect from January 2027
The revised timetable confirms that the qualifying period for unfair dismissal will reduce to six months from January 2027. The compensatory award cap for unfair dismissal claims will also be removed.
The reduced qualifying period applies to dismissals from 1 January 2027 onwards, rather than to employment start dates.
Fire and rehire protections, which were previously expected to take effect in October 2026, are now scheduled for 2027.
Further measures planned for 2027
The Government continues to work towards introducing a further set of reforms during 2027. These include mandatory action plans on gender equality and menopause support, enhanced dismissal protections for pregnant women and new mothers, regulation of umbrella companies, changes to collective consultation thresholds, flexible working reforms, expanded bereavement leave including pregnancy loss, restrictions on the use of zero-hours contracts and further extensions of electronic and workplace balloting.
The timetable confirms that these measures remain subject to consultation and ongoing review.
Summary
The updated Employment Rights Act timeline confirms a phased rollout of reforms across 2026 and 2027, replacing the earlier July 2025 roadmap.
Some changes, including trade union reforms and expanded statutory entitlements, take effect in 2026. Others, particularly changes to unfair dismissal rights and compensation, are scheduled for 2027.
The revised timetable provides greater clarity on sequencing while making clear that further consultation and adjustment remains possible as implementation progresses.
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing Agency for the Professional Services Sector.
