Employment Rights Act 2025: what and when

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The Government has released a new policy paper confirming that it is largely sticking to the timetable for bringing in the Employment Rights Act 2025. This roadmap was first published in July 2025 and, while a few timings have shifted slightly, the overall reform programme remains on track.

The headline changes

April 2026

A number of significant reforms will begin, including:

  • Paternity leave and parental leave becoming day-one rights
  • Statutory Sick Pay payable from the first day of absence, with the lower earnings limit removed
  • The maximum protective award in collective redundancy cases doubling from 90 to 180 days
  • Sexual harassment being added as a qualifying whistleblowing disclosure
  • Easier trade union recognition due to relaxed thresholds
  • The formal launch of the Fair Work Agency

August 2026

  • Wider use of electronic voting for most statutory union ballots (except recognition and derecognition)

October 2026

This is one of the busiest phases of reform and is expected to include:

  • A requirement to inform workers of their right to join a trade union
  • Creation of a new Adult Social Care Negotiating Body
  • A strengthened duty on employers to take “all reasonable steps” to prevent sexual harassment
  • New employer liability for harassment by third parties
  • Tribunal time limits extended from three to six months (now stated as “not earlier than” October 2026)
  • New consultation duties on tipping policies
  • Expanded access and facilities for trade union officials, including digital access
  • Protection from detriment for workers taking industrial action – the government has recently launched a consultation on this change which can be accessed here.
  • Measures aimed at stopping “two-tier” workforces after outsourcing

January 2027

  • The qualifying period for unfair dismissal reducing to six months
  • Removal of the cap on compensation for unfair dismissal
  • New limits on fire and rehire practices (delayed from October 2026)

Later in 2027

Remaining reforms are expected to follow, including:

  • A new right to unpaid bereavement leave
  • Restrictions on zero-hours contracts
  • A requirement that refusals of flexible working requests must be reasonable
  • Changes to collective redundancy thresholds – the government has recently launched a consultation on this which can be accessed here.
  • Stronger dismissal protection for pregnant employees and those returning from family leave

What this means for HR

Although a few deadlines have moved, the direction is clear: major workplace reform is coming. Over the next 18 to 24 months, employers will see significant changes across sickness absence, trade union rights, harassment protections, dismissal rules and flexible working. Early planning and policy updates will be essential to stay compliant and manage risk effectively.

Here to help

At Longmores, our Employment team helps employers understand and implement changes to employment law, including updating policies, contracts and HR processes in line with new statutory requirements.

For advice on preparing for the Employment Rights Act 2025 changes in your organisation, please contact Miranda Mulligan, Senior Solicitor, in our Employment Law team.

Please note, the contents of this article are given for information only and must not be relied upon. Legal advice should always be sought in relation to specific circumstances.