Employment Rights Act 2025: What Changes in 2026–2027?

The Employment Rights Act 2025 is a major package of workplace reforms, but the key thing to understand is timing. The Act became law in December 2025, yet most changes are being phased in during 2026 and 2027.

If you are job hunting or already working, this matters because it affects practical things like sick pay, paternity leave, protections against unfair dismissal, and how employers are expected to prevent harassment.

What is changing and when?

Many measures are being introduced in stages. Some took effect earlier, but most worker-facing changes land across 2026 and 2027. The government publishes an implementation timetable, and Acas is flagging changes as they come into force.

Key dates to watch in 2026

• 18 February 2026: a group of trade union measures takes effect, and newly eligible employees can start giving notice for ‘Day 1’ paternity leave and unpaid parental leave.
• 6 April 2026: major changes to paternity leave and statutory sick pay come into force, plus updates linked to redundancy protections and whistleblowing.
• 7 April 2026: the Fair Work Agency is established.
• October 2026: further measures are due, including stronger duties around preventing sexual harassment (including by third parties) and other workplace protections.
• No earlier than October 2026: changes to employment tribunal time limits are scheduled to start.

What changes on 6 April 2026?

This is one of the most important dates for workers and jobseekers.

• ‘Day 1’ paternity leave and unpaid parental leave: employees become eligible from their first day of employment.
• Statutory Sick Pay (SSP): the Lower Earnings Limit and the waiting period are removed, which means more workers qualify and SSP is payable from the first day of sickness.
• Collective redundancy protective awards: the maximum period is doubled (relevant if an employer fails to follow collective consultation rules).
• Whistleblowing (sexual harassment): protections are strengthened for workers who report sexual harassment.
• Bereaved Partners’ Paternity Leave: bereaved fathers and partners can take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year.

Acas has also highlighted that day-one paternity leave and sick pay reforms will be among the most noticeable changes for both workers and employers.

What changes later in 2026?

From autumn, the reforms expand into broader workplace protections.

• Sexual harassment prevention duty: employers are expected to take “all reasonable steps” to prevent sexual harassment, and there are new protections related to harassment by third parties.
• Tipping: rules are tightened (relevant for hospitality and customer-facing sectors).
• Employment tribunal time limits: scheduled to change no earlier than October 2026 (worth watching if you ever need to bring a claim).

What changes in 2027?

Several headline reforms are scheduled for 2027, including one that matters to almost everyone.

• Unfair dismissal qualifying period: reduced to 6 months (for dismissals from 1 January 2027), instead of the current 2 years.
• Fire and rehire: new protections are scheduled to take effect.
• Flexible working: reforms are planned to improve access and set clearer expectations on how requests should be handled.
• Guaranteed hours and shift notice: a right to guaranteed hours and rights to reasonable notice (and short notice payments) are scheduled to be introduced.
• Umbrella companies: regulation is planned, which could affect some temporary and contract workers.
• Pregnancy and maternity protections: enhanced dismissal protections are scheduled for pregnant workers and new mothers.
• Bereavement leave (including pregnancy loss): planned changes extend support in difficult circumstances.

What jobseekers and workers should do now

You do not need to memorise legislation, but you can use the timeline to avoid surprises and make smarter choices.

• Ask better questions at interview: for example, how sickness absence is handled, what flexibility exists, and what the rota process looks like.
• Keep simple records: dates, messages, rotas, and key conversations (useful if there is ever a dispute).
• Know what changes are not in force yet: some rights are scheduled, not active today, so check the latest guidance when you need it.
• If you are starting a new role in 2026/2027: pay attention to dates, because eligibility for certain rights may shift during your first months in the job.

Summary

The Employment Rights Act 2025 is being rolled out in phases. April 2026 brings major updates to paternity leave and statutory sick pay, while 2027 is expected to deliver wider protections such as unfair dismissal after six months and stronger rules around “fire and rehire”.

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