Key takeaways

  • The unfair dismissal qualifying period falls from two years to six months for dismissals from 1 January 2027, and the cap on compensatory awards is removed.
  • The fire and rehire protections were moved on 22 October 2026 from January to March 2027.
  • Since 6 April 2026, Statutory Sick Pay has had no Lower Earnings Limit and no waiting days; the rate is £123.25 a week or 80% of normal weekly earnings if lower.
  • Since 1 October 2026, most Employment Tribunal claims can be brought within 6 months instead of 3.
  • Since 30 October 2026, employers must take all reasonable steps to prevent sexual harassment and must not permit harassment by third parties.
  • From April 2027, bereavement leave (including pregnancy loss) starts and private sector employers must publish gender equality and menopause action plans, aligned with gender pay gap reporting.
  • Dates for guaranteed hours and shift notice rules for zero hours workers have not yet been set.

The Employment Rights Act 2025 is coming into force in stages between April 2026 and the end of 2027. The next big date for employers is 1 January 2027, when the unfair dismissal qualifying period drops to six months. The government’s timeline, last updated on 5 November 2026, also moved fire and rehire protections to March 2027.

What is the Employment Rights Act 2025?

It is the law that delivers the government’s Plan to Make Work Pay. It received Royal Assent in December 2025 and amends the Employment Rights Act 1996 and the Trade Union and Labour Relations (Consolidation) Act 1992, among others. The Act on legislation.gov.uk has six Parts, covering employment rights, pay in particular sectors, trade unions and enforcement.

Most changes need regulations or a commencement order before they apply. That is why they arrive in phases.

What is already in force?

Several changes already apply to every employer. These are the ones payroll and HR teams feel most.

DateChange
6 April 2026SSP from the first day of sickness, with no earnings threshold
6 April 2026Day 1 right to paternity leave and unpaid parental leave
6 April 2026Maximum collective redundancy protective award doubled
7 April 2026Fair Work Agency set up
1 October 2026Tribunal time limit rises from 3 to 6 months
30 October 2026Duty to take all reasonable steps to prevent sexual harassment
30 October 2026Stronger trade union right of access

SSP is £123.25 a week, or 80% of normal weekly earnings if that is lower, for up to 28 weeks. Our Statutory Sick Pay guide explains how to work it out.

Employers have also had to keep adequate holiday pay records for 6 years since April 2026. For Scottish breach of contract claims, the 6 month tribunal limit starts on 9 November 2026.

What changes in January 2027?

Three measures start on 1 January 2027:

  • Unfair dismissal after six months. Employees dismissed on or after 1 January 2027 can claim ordinary unfair dismissal after six months’ service, down from two years. The cap on the compensatory award is removed.
  • Right to join a union. Employers must tell workers they have the right to join a trade union.
  • Tipping. Stronger rules on how tips are shared with workers.

The six month rule matters most. Probation periods, performance processes and dismissals of staff with between six months’ and two years’ service all carry more risk from January.

What changes in March 2027?

Fire and rehire protections now start in March 2027. The government moved them from January in its update of 22 October 2026. Dismissing an employee for refusing certain contract changes, such as a pay cut or a cut in hours, will be automatically unfair unless the employer is in serious financial difficulty.

A revised Code of Practice on dismissal and re-engagement is out for consultation until 17 December 2026. See fire and rehire rules delayed to March 2027 for what is covered.

Public authorities must also publish gender equality and menopause action plans from March 2027.

What changes from April 2027 onwards?

The later measures are set out below. All future dates are subject to Parliament and may move again.

DateChange
April 2027Bereavement leave, including pregnancy loss
April 2027Action plans for private employers, aligned with pay gap reporting
April 2027Organisation-wide collective redundancy threshold
April 2027Wider blacklisting protections
September 2027Limits on NDAs in harassment and discrimination cases
October 2027Stronger dismissal protection for pregnant women and new mothers
October 2027Flexible working reforms
December 2027Regulation of umbrella companies

The zero hours measures (guaranteed hours, reasonable notice of shifts and pay for short-notice cancellations) have no date yet. The government says it will set them after consultation.

Which changes apply to you?

  • If you employ anyone: SSP, harassment, tribunal time limits, unfair dismissal and the duty to inform about union membership all apply.
  • If you have 21 or more workers: unions can use the statutory access right. See new trade union access rights from October 2026.
  • If you plan to change contracts: the fire and rehire rules apply from March 2027.
  • If you have 250 or more employees: expect gender equality and menopause action plans to become mandatory from April 2027, in line with gender pay gap reporting.
  • If you use zero hours contracts: wait for the consultation outcome before redrafting.
  • If you supply workers through umbrella companies: watch for the December 2027 rules.

What employers should do now

  1. List staff by start date. Note everyone who will pass six months’ service in 2027.
  2. Review probation. Aim to complete reviews well before six months.
  3. Prepare a written statement on the right to join a union for January 2027.
  4. Check contracts you may need to change. Plan consultation before March 2027.
  5. Update the payroll budget. Factor in SSP and the National Living Wage from April 2027.
  6. Bookmark the timeline. Our employment news hub tracks each change.

Frequently asked questions

When does the unfair dismissal qualifying period change?

For dismissals on or after 1 January 2027, employees can claim ordinary unfair dismissal after six months’ service instead of two years.

When do the fire and rehire rules start?

March 2027. The government moved them from January 2027 in its timeline update of 22 October 2026.

Has the SSP waiting period been removed?

Yes. Since 6 April 2026 there are no waiting days and no Lower Earnings Limit. SSP is £123.25 a week or 80% of normal weekly earnings, whichever is lower.

When do the zero hours contract rules start?

No date has been set. The government says it will confirm timings after consultation.

Can the dates still change?

Yes. The government says all future dates remain subject to parliamentary processes and may change.

Sources

Rates, thresholds and rules in this guide were checked against HMRC and GOV.UK guidance on 6 November 2026. Tax rules change, so check the current position on GOV.UK or with a qualified adviser before acting. This guide is general information, not personal advice.