Employment Rights Act 2025

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Demystifying the Employment Rights Act 2025

The Employment Rights Act 2025 "will represent the biggest upgrade in employment rights for a generation". The Act introduces a wide range of reforms that will impact employers and HR professionals.

This content hub brings together all our latest articles, podcasts, and insights to help you stay informed and prepared. Whether you're looking for a summary of the Employment Rights Act 2025, updates on the Act's implementation timeline, or expert commentary on key issues like fire and rehire, day one rights, and collective redundancy consultation, you’ll find it all here.

As the Act progresses through its phased rollout, we’ll continue to provide timely updates and practical guidance. Explore the content below to understand what these changes mean for you and your organisation.

Employment Rights Act 2025 timeline

18 December 2025 - Royal Assent +

The government's power to set minimum services levels in essential services during strikes was repealed. Relevant parts of the Trade Union Act 2016 – which imposed limitations on strike action such as longer notice periods, restrictions on picketing and expiry of industrial action mandates after six months – will be repealed automatically two months after royal assent without further consultation i.e. 18 February 2026.

Early 2026 +

Government consultations expected on many measures contained in the Act to give further details not set out in the Act and inform the drafting of Regulations which will set out these details. As many as 17 consultations are expected.

April 2026 +

Doubling collective redundancy protective award, whistleblowing protection for sexual harassment, making statutory paternity leave, unpaid parental leave and SSP "day one" rights, simplifying trade union recognition, and workplace balloting measures expected to come into force.

October 2026 +

Restrictions on fire and rehire/replace, extension of duty to prevent sexual harassment to third parties and requirement to take all reasonable steps, extension of tribunal time limits to 6 months, protections against industrial action detriment, new trade union right to access workplaces and worker to be told of right to join a union expected to come into force.

2027 +

Remaining provisions expected to come into force: six months service required for unfair dismissal protection and unlimited compensation, collective redundancy consultation threshold changes, zero and low hours contracts measures, gender pay gap and menopause action plans, pregnancy and maternity returners' rights, flexible working, and bereavement leave, as well as possibly measures making contractual terms void where they seek to prevent disclosures about discrimination and harassment.

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