The Employment Rights Act 2025 introduces significant changes for UK employers, with key reforms being phased in across 2026 and 2027.
For employers, the priority is now practical readiness: understanding which changes are already in force, which require preparation, and how policies, contracts, systems and manager training need to adapt.
The reforms are expected to increase the risk of employment-related claims, particularly as employees gain broader rights and protections. Employers may therefore wish to consider how they will manage both compliance and the potential cost of future disputes.
Moore Barlow’s MooreSure employment claims protection provides flexible legal expenses insurance designed to help businesses manage the financial impact of employment tribunal claims while continuing to receive support from our specialist employment law team.
The information and timeline on this page is designed to help employers focus on what matters operationally. Rather than repeating the full legislative history, it highlights the main implementation milestones, the likely workplace impact of each phase and the immediate steps employers should prioritise to reduce risk and stay compliant.
Why the timeline matters
For employers, the phased timetable creates both an opportunity and a compliance risk. It provides time to plan, but it also means different obligations will take effect at different points, making it easy for policy updates, system changes or manager training to fall behind. Some measures are already in force, including day-one family leave rights, Statutory Sick Pay changes and increased collective redundancy risk – full details can be found in our Employment Data Booklet.
Other reforms, including tribunal time limits, trade union access, sexual harassment obligations and unfair dismissal changes, will require employers to prepare during 2026 before they take effect. The timeline should therefore be used as an implementation tool: helping HR teams, leadership and managers prioritise immediate compliance, allocate ownership and reduce the risk of claims, employee relations issues and enforcement action.
December 202518 February 20261 April 20266 April 20267 April 2026August to October 2026No earlier than October 2026January 2027
December 2025
Royal Assent and immediate repeal of minimum service levels
The Act received Royal Assent on 18 December 2025. As Moore Barlow’s earlier timeline noted, one of the immediate effects was the repeal of the Strikes (Minimum Service Levels) Act 2023, removing the power to require minimum staffing levels during strikes in specified sectors. Employers affected by industrial action should ensure contingency planning, internal guidance and communications reflect the current legal position.
18 February 2026
Trade union and industrial action reforms
Trade union reforms took effect on 18 February 2026, including changes to industrial action ballot and notice requirements, political fund rules and protections for employees who participate in industrial action. Employers with recognised unions or established employee representative structures should review how they manage consultation, communications, escalation routes and industrial relations risk.
1 April 2026
Certification Officer levy repealed
The levy paid by trade unions and employer associations to the Certification Officer was repealed on 1 April 2026. While this may not require a direct policy change for many employers, it forms part of the wider shift in the regulation of trade union activity and workplace enforcement.
6 April 2026
Family rights, sick pay, whistleblowing and redundancy changes
6 April 2026 is one of the most important dates for most employers. Paternity Leave and Unpaid Parental Leave became day-one rights, Statutory Sick Pay was reformed through removal of the Lower Earnings Limit and waiting period, whistleblowing protections linked to sexual harassment were strengthened, and the maximum protective award for collective redundancy failures doubled from 90 to 180 days’ pay per affected employee. Employers should check that handbooks, contracts, payroll systems, template letters and manager guidance have been updated.
7 April 2026
Fair Work Agency established
The Fair Work Agency was established on 7 April 2026 as part of the government’s wider enforcement agenda. Employers should expect greater scrutiny of compliance, particularly around pay, leave, worker protections and record-keeping. This makes it important to check not only whether policies are up to date, but whether systems and records can evidence compliance in practice.
August to October 2026
Further workplace and trade union measures expected
Further measures are expected between August and October 2026, including reforms connected to trade union access and additional obligations around preventing sexual harassment. Employers should use the intervening period to review workplace access arrangements, third-party harassment risk, reporting routes, training and evidence of preventative steps.
No earlier than October 2026
Employment tribunal time limits
Changes to employment tribunal time limits are expected no earlier than October 2026. If implemented, this may increase the period during which employers face claims and affect litigation risk, document retention and dispute resolution strategy. Employers should review how investigation records, grievances, disciplinary documents, redundancy papers and correspondence are stored and retained.
As employers face a potentially longer window for employment claims, now is also a good time to review whether appropriate protection is in place. MooreSure employment claims protection provides flexible legal expenses insurance designed to help employers manage the legal costs and potential awards associated with employment-related claims.
January 2027
From January 2027, further reforms are expected, including a reduction in the qualifying period for unfair dismissal protection from two years to six months and removal of the statutory cap on compensatory awards. Restrictions linked to fire and rehire are also expected to take effect at this stage.
Employers should use 2026 to review probationary periods, recruitment processes, performance management, dismissal procedures and contractual variation practices.
What should employers do now?
1. Create a live implementation tracker
Map each reform against its start date, owner, affected documents and status.
2. Prioritise April 2026 compliance
Confirm that family leave, SSP, whistleblowing and redundancy processes reflect the changes already in force.
Employers should also review their approach to employment claims risk and consider whether MooreSure employment claims protection could provide additional reassurance as the Employment Rights Act reforms continue to be implemented. For more information about the cover available, see MooreSure.
3. Review contracts and handbooks
Update qualifying periods, absence rights, parental leave, dismissal procedures and collective consultation wording.
4. Check HR and payroll systems
Ensure systems support day-one rights, SSP from day one and robust record-keeping.
5. Train managers before the next phase
Focus on absence, family leave, grievances, harassment prevention, redundancy consultation and early performance issues.
6. Plan for January 2027 now
Review probationary periods, dismissal decisions, performance frameworks and settlement strategy ahead of unfair dismissal reform.
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With expanded employee rights, longer tribunal risk periods and unfair dismissal reform on the horizon, employers should also consider how they will manage the potential increase in employment-related claims.
MooreSure offers flexible legal expenses insurance designed to protect businesses against the cost of employment claims, while ensuring ongoing support from Moore Barlow’s employment law team. It can help employers plan ahead with greater certainty over risk, legal spend and tribunal exposure.
Assign owners, deadlines and status updates for each reform. Breaking implementation into manageable stages can help reduce risk and ensure accountability across the business.
If you need support planning for upcoming employment law changes, Moore Barlow’s employment law specialists can help you develop a practical roadmap tailored to your organisation.
2 Check what is already in force
Be ready to show that April 2026 changes are reflected in policies, systems and manager practice. Regular reviews can help identify any gaps before they become compliance issues.
Our employment lawyers can review your policies and procedures to ensure they reflect current legal requirements and emerging best practice.
3 Assess workforce-specific impact
Prioritise areas affected by union presence, casual labour, absence levels, redundancy plans, turnover and HR process complexity. Understanding where changes will have the greatest operational impact allows resources to be focused where they are needed most.
Moore Barlow’s employment team provides practical advice on workforce planning and managing employment law risk across complex organisations.
4 Strengthen compliance evidence
Keep clear records, audit trails and documented reasons for key employment decisions. Robust documentation not only supports compliance but can also provide valuable protection if decisions are challenged.
Speak to our employment law experts for guidance on creating effective record-keeping processes and reducing the risk of workplace disputes.
5 Plan employee communications
Make sure updates are accurate, timely and aligned with revised policies and processes. Clear communication can improve understanding, build trust and support smoother implementation of change.
Moore Barlow’s employment lawyers can help you communicate employment law changes confidently and ensure your messaging is legally sound and consistent.
Moore Barlow’s Employment Data Booklet 2026
The Employment Rights Act 2025 introduces some of the most significant changes to workplace rights in recent years, with key reforms already in force and further measures due to be implemented.
Moore Barlow’s latest Employment Data Booklet brings together the essential rates, rights and legislative developments employers need to know. It provides a practical overview of family rights, pay, leave, flexible working, redundancy, employment tribunal changes and the key reforms businesses should be preparing for now.
Moore Barlow’s employment lawyers can help employers turn the Employment Rights Act timetable into a practical implementation plan. Our team advises businesses on employment documentation, workplace policies, HR processes, manager training, redundancy planning, industrial relations, employee relations strategy and defending employment tribunal claims.
As the reforms increase compliance expectations and the potential for claims, early preparation is important. We can review contracts and handbooks, assess current processes against the new requirements, support internal communications and help employers put the right evidence, training and decision-making frameworks in place before the next phase takes effect.
For employers looking for additional protection, MooreSureprovides a practical way to manage future employment claims risk. The cover can include legal costs and settlement, compensation or damages awards arising from disputes with workers, with support triggered from receipt of an ACAS conciliation notification or when a claim is issued in the Employment Tribunal. This is particularly relevant as the Employment Rights Act is expected to increase claims risk, including through expanded employee protections and unfair dismissal reform.
If you would like to discuss how the Employment Rights Act affects your organisation, or whether MooreSure employment claims protection may be suitable for your business, please contact Moore Barlow’s employment team.
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