Implementation Timeline
Employment Rights Act 2025
What is happening, and when. Tracking key milestones from Royal Assent through to full implementation by 2027.
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In force / completed
Upcoming
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Royal Assent
December 2025
- task_alt Repeal of the Strikes (Minimum Service Levels) Act 2023
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18 February 2026
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IN FORCE
- task_alt Repealing most of the Trade Union Act 2016 (some provisions repealed via commencement order at a later date)
- task_alt Removing the 10-year ballot requirement for trade union political funds
- task_alt Simplifying industrial action notices and industrial action ballot notices
- task_alt Protection against dismissal for taking industrial action
- task_alt Employees newly eligible for ‘Day 1’ Paternity Leave and Unpaid Parental Leave can give notice
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6 April 2026
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IN FORCE
- task_alt Collective redundancy protective award — doubling the maximum period of the protective award
- task_alt ‘Day 1’ Paternity Leave and Unpaid Parental Leave
- task_alt Whistleblowing: strengthening protections for workers who ‘blow the whistle’ on sexual harassment
- task_alt Bereaved Partners’ Paternity Leave — up to 52 weeks for bereaved fathers and partners if the mother or primary adopter dies within the child’s first year
- task_alt Statutory Sick Pay: removing the Lower Earnings Limit and waiting period
- task_alt Voluntary action plans on gender equality and supporting employees through the menopause
- task_alt Menopause guidance
- task_alt Simplifying the trade union recognition process
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7 April 2026
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IN FORCE
- task_alt Establishment of the Fair Work Agency
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August 2026
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UPCOMING
- arrow_forward Electronic and workplace balloting for statutory trade union ballots
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October 2026
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UPCOMING
- arrow_forward Duty on employers to take all reasonable steps to prevent sexual harassment of their employees
- arrow_forward Duty on employers not to permit harassment of their employees by third parties
- arrow_forward Power to specify steps regarded as ‘reasonable’ in preventing sexual harassment
- arrow_forward New rights and protections for trade union representatives
- arrow_forward Duty to inform workers of their right to join a trade union
- arrow_forward Strengthening trade unions’ rights of access to workplaces
- arrow_forward Two-tier procurement code for outsourced public sector workers
- arrow_forward Regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England
- arrow_forward Tightening tipping law
- arrow_forward Unfair practices in the trade union recognition process
- arrow_forward Extending protections against detriments for taking industrial action
- arrow_forward Changes to Employment Tribunal time limits
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1 January 2027
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UPCOMING
- arrow_forward Reduction of the unfair dismissal qualifying period to 6 months (for dismissals from 1 January 2027) and uncapping compensatory awards
- arrow_forward Fire and rehire protections
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During
2027 — Full implementation
- arrow_forward Mandatory action plans on gender equality and supporting employees through the menopause
- arrow_forward Increased rights for pregnant workers not to be dismissed for reasons other than the existing reason of redundancy
- arrow_forward Extending blacklisting protections
- arrow_forward Industrial relations framework
- arrow_forward Regulation of umbrella companies
- arrow_forward New collective redundancy consultation threshold
- arrow_forward Changes to flexible working
- arrow_forward Day-1 right to bereavement leave, including pregnancy loss
- arrow_forward Non-disclosure agreements: regulations to prevent the misuse of NDAs in cases of workplace harassment or discrimination
- arrow_forward Ending the exploitative use of zero-hours contracts: guaranteed-hours contracts, reasonable notice of shifts and compensation
- arrow_forward Electronic and workplace balloting for recognition and derecognition ballots
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Keep your managers compliant
As each measure comes into force, staying compliant means keeping managers and teams up to date. Timely training is essential to meet your compliance obligations and adapt to these new regulatory requirements.
play_circle_outline Employment Rights Act Awareness Training for ManagersDates for measures not yet in force are indicative and subject to change as regulations and commencement orders are finalised. This summary is for general information and does not constitute legal advice.
