.png)
On 3 February 2026, the Department for Business and Trade published an updated implementation timetable for the Employment Rights Act 2025, providing greater clarity on when key employment law changes will take effect across 2026 and 2027.
The updated timetable confirms that new employment rights will be introduced in phases, allowing employers, HR teams, and workers time to plan and prepare - although some areas remain uncertain.
Below, we break down the key dates, what they mean in practice, and who is likely to be affected.
Key employment law changes confirmed
1. New menopause guidance - from April 2026
New statutory menopause guidance is due to take effect on 6 April 2026, reinforcing employers’ responsibilities around workplace support and equality.
2. Employment tribunal time limits – delayed
The proposed increase in employment tribunal time limits will now take effect “no earlier than October 2026”, rather than from a fixed date. This flexibility suggests the government is allowing room for further consultation and implementation planning.
3. Fire and rehire restrictions - pushed to 2027
Measures restricting fire and rehire practices have been delayed until January 2027, instead of October 2026. This remains a key area of focus for employers managing restructuring or contractual changes.
4. Sexual harassment prevention - timetable brought forward
The power to introduce regulations setting out the steps employers must take to prevent sexual harassment at work has been brought forward from 2027 to October 2026.
This change highlights the government’s intention to strengthen workplace harassment prevention policies sooner than originally planned.
What is still unclear?
The updated timetable provides no confirmed date for changes relating to discrimination non-disclosure agreements (NDAs).There is also no clear timeline for future consultations, with the government stating that timings will remain under review as policy detail is developed.
Changes coming into force on 6 April 2026
Several significant employee rights will take effect from 6 April 2026, including
- Increased collective redundancy protective awards
- Day-one rights to paternity leave
- Day-one unpaid parental leave
- Bereaved partners’ paternity leave
- Statutory Sick Pay reforms
- Making reports of sexual harassment protected disclosures under whistleblowing law
These changes are particularly relevant to HR managers and business owners, as they will require updates to policies, contracts, and internal procedures.
Fair Work Agency - April 2026
The new Fair Work Agency will be established on 7 April 2026, strengthening enforcement of workplace protections and compliance across the UK.
October 2026: further employer obligations
From October 2026, employers will be required to:
- Take all reasonable steps to prevent sexual harassment
- Address third-party harassment in the workplace
These changes reinforce the need for proactive training, reporting mechanisms, and clear internal processes.
January 2027: major unfair dismissal reform
From 1 January 2027:
- The unfair dismissal qualifying period will reduce to six months
- The compensatory award cap for unfair dismissal claims will be removed
These reforms significantly increase protection for workers and raise the importance of employment law compliance for employers.
What this means for employers and employees
The phased implementation of the Employment Rights Act 2025 gives businesses time to adapt, but it also means preparation is essential. For employers and HR teams, early planning around HR policy changes, training, and risk management will be critical.
For employees, the changes introduce expanded rights around leave, pay, and workplace protections.
How we can help
Our Employment Law team advises both employers and employees on navigating UK employment law changes, from policy updates and compliance planning to individual workplace issues.
If you would like to have a consultation on how the Employment Rights Act 2025 may affect you or your organisation, our team is here to help.
We support clients across Kent, East Sussex, and London
Get in touch to discuss your situation and receive tailored employment law advice.
%20(1).png)
%20(1).png)
%20(1).png)
%20(1).png)
