This article applies to England, Wales and Scotland. Northern Ireland has a separate system.
In brief: The Employment Rights Act 2025 became law on 18 December 2025 and is being implemented in stages. Several changes took effect in April 2026. Most Employment Tribunal time limits are scheduled to increase from three months to six months on 1 October 2026. The ordinary unfair-dismissal qualifying period falls from two years to six months on 1 January 2027, when the general compensatory-award cap is also due to be removed.
Last updated: 29 July 2026
By Yerty | Based on the Act, government implementation material and ACAS guidance.
Important: Future measures remain subject to legislation, consultation and parliamentary processes unless commencement legislation has already been made.
How to Read the Dates
- In force: the provision currently applies.
- Fixed or announced date: the government has named a date, but detailed implementation may still depend on regulations or parliamentary approval.
Changes Already in Force
| Change | Date |
|---|---|
| Minimum-service-level strike legislation repealed | 18 December 2025 |
| Major trade-union and industrial-action reforms | 18 February 2026 |
| Certification Officer levy removed | 1 April 2026 |
| Statutory Sick Pay from day one and lower earnings limit removed | 6 April 2026 |
| Paternity and ordinary parental leave become day-one rights | 6 April 2026 |
| Maximum collective-redundancy protective award increased to 180 days’ pay | 6 April 2026 |
| Sexual-harassment disclosures brought within whistleblowing protection | 6 April 2026 |
| New holiday and holiday-pay record duties | 6 April 2026 |
| Fair Work Agency established | 7 April 2026 |
Changes Due Later in 2026
| Change | Government timetable |
|---|---|
| Electronic and workplace statutory trade-union ballots | By 31 August 2026 |
| Most Employment Tribunal time limits increase to six months | 1 October 2026 |
| Stronger harassment duties and third-party harassment protection | 30 October 2026 |
| Scottish Employment Tribunal contract-claim limit increases | 9 November 2026 |
| Mandatory Seafarers’ Charter | December 2026 |
ACAS says electronic or workplace voting depends on agreement between the employer and trade union.
January 2027 Changes
From 1 January 2027, the timetable provides for:
- ordinary unfair-dismissal protection after six months rather than two years;
- removal of the general statutory compensatory-award cap;
- restrictions making dismissal and re-engagement on worse terms automatically unfair in most cases.
The Day-One Proposal
The Act does not create a general day-one right to ordinary unfair dismissal. Earlier drafts proposed it, but the final Act provides for a six-month qualifying period.
Separate automatically unfair dismissal and discrimination rights may have no ordinary service requirement.
Tribunal Time Limits
For claims arising before the reform, the usual limit for many complaints remains three months less one day. From 1 October 2026, most limits are scheduled to increase to six months. Scottish contract claims are scheduled to change on 9 November 2026.
Transitional provisions matter. Check the date of the act, omission or effective date of termination. ACAS early conciliation normally affects the deadline calculation.
Frequently Asked Questions
Are all changes already in force?
No. Implementation is staged across 2026 and 2027.
Does the Act create day-one ordinary unfair-dismissal rights?
No. The final Act provides for six months’ service from 1 January 2027.
Are future dates guaranteed?
No. Government material says future dates remain subject to parliamentary processes and may change.
Sources
- Employment Rights Act 2025 — https://www.legislation.gov.uk/ukpga/2025/36
- Government timeline, updated 16 July 2026 — https://www.gov.uk/government/publications/implementing-the-plan-to-make-work-pay-and-employment-rights-act/plan-to-make-work-pay-and-employment-rights-act-timeline-update
- ACAS — https://www.acas.org.uk/employment-rights-act-2025