employment-law
Employment Rights Act 2025: employer timeline for 2026 and 2027
A practical UK employer timeline for Employment Rights Act changes taking effect across 2026 and 2027, with actions for contracts, policies and managers.
The Employment Rights Act 2025 is not one single change on one single date. Measures are being introduced in stages, so employers need a controlled programme rather than a last-minute document update. This guide reflects the position on 30 October 2026 and separates changes already in force from those scheduled for 2027.
Changes already in force
Important measures took effect during 2026. From 6 April, paternity leave and ordinary parental leave became day-one rights. Statutory Sick Pay became payable from the first full day of sickness and the lower earnings threshold was removed. Employers also became responsible for retaining annual-leave and holiday-pay records for at least six years. The maximum protective award for failing to consult collectively on redundancy increased to 180 days' pay.
Employment tribunal claim limits generally increased from three to six months on 1 October 2026, although transitional facts may matter. That longer window makes accurate records, prompt grievance handling and consistent management decisions even more important.
On 30 October 2026, the duty to prevent sexual harassment strengthened from taking reasonable steps to taking all reasonable steps. Employers can also be liable for harassment by third parties such as customers, clients and contractors unless they have taken all reasonable steps to prevent it. This is an operational duty: a policy alone is unlikely to demonstrate everything an employer could reasonably have done.
Review risk by workplace. A salon may need a process for customer behaviour; a care service may need controls involving residents, relatives and visitors; a contractor may need arrangements for client sites. Refresh reporting routes, train managers and workers, document risk assessments, act on concerns and monitor whether controls work.
1 January 2027: unfair dismissal and information duties
From 1 January 2027, the qualifying period for ordinary unfair-dismissal claims is scheduled to reduce from two years to six months and the compensation cap is due to be removed. Employers should not respond by treating probation as a shortcut to dismissal. A fair, evidence-based process remains the safer approach, while automatically unfair and discrimination claims can arise regardless of ordinary qualifying service.
Use probation to define expectations, provide support and identify issues early. Set review dates, keep concise records, discuss concerns with the employee and allow a realistic opportunity to improve. Check that contracts accurately describe probation length, possible extension, notice and any benefits affected during the period. Our probation period guide explains a practical review process.
Employers will also have to tell workers about their right to join a trade union using a government standardised statement. Build this into onboarding once the final statement and delivery rules are confirmed. Tipping rules will change too: employers will need to consult workers or representatives before creating or reviewing a tipping policy, share an anonymised consultation summary and review the policy at least every three years.
March and April 2027
From March 2027, dismissal and re-engagement—often called fire and rehire—is scheduled to become automatically unfair in most cases. Changing contractual terms already requires a genuine business reason, meaningful consultation and careful consideration of alternatives. The new rule makes legal advice especially important before any proposal that could end in dismissal. Read our guide to changing employment contract terms before planning a change programme.
April 2027 is scheduled to introduce unpaid statutory bereavement leave, including pregnancy loss. Employers should prepare a compassionate policy, decide how employees notify the business and train managers to handle requests sensitively and confidentially.
Collective redundancy rules are also due to consider proposed redundancies across the whole organisation rather than only at individual establishments. Multi-site employers should establish central visibility of proposals so separate local decisions do not inadvertently trigger organisation-wide obligations.
Later changes during 2027
The published Acas timetable includes further measures later in 2027: changes affecting trade-union protections and balloting, restrictions on non-disclosure clauses that prevent disclosure of harassment or discrimination, strengthened pregnancy and maternity dismissal protections, and a requirement to explain why a flexible-working refusal is reasonable as well as identifying the statutory business reason.
The timing and detailed implementation of guaranteed-hours rights for zero-hours and low-hours workers had not been announced at the review date. The planned rights include reasonable notice of shifts, compensation for some cancelled or changed shifts and the option of guaranteed hours. Avoid drafting as though consultation proposals are already final law. Follow official updates and leave enough operational flexibility to implement the final regulations.
A practical implementation plan
Create one register covering each change, the affected documents, operational owner, target date, training requirement and evidence of completion. Prioritise these workstreams:
- update harassment risk assessments, reporting routes and third-party controls now;
- audit probation wording and manager capability before January 2027;
- prepare union-rights onboarding and tipping consultation processes;
- review contractual-change governance before March 2027;
- draft bereavement leave and organisation-wide redundancy coordination;
- plan later flexible-working, maternity and zero-hours changes without assuming final details.
Do not edit contracts in isolation. Compare the contract, offer letter, handbook, recruitment materials and actual working practice. A new policy cannot repair a contradictory contractual promise, and updated wording will not help if managers continue using an old process.
For new hires, start the employment contract builder and select terms that match the real role. For existing employees, consult before making contractual changes and provide written confirmation of agreed amendments. Keep the version issued, the acceptance record and any later variation together.
Monthly compliance check
At each monthly review, ask whether official commencement dates or guidance have changed, whether managers have received the right briefing, whether documents match practice and whether the business can prove the steps it took. Assign a named person to monitor Acas and GOV.UK rather than relying on social-media summaries.
This guide provides general information for UK employers, not legal advice. Commencement dates and detailed rules may change, and transitional provisions can affect individual cases. Take professional advice before dismissal, fire-and-rehire, collective redundancy or another high-risk decision.