ERA 2025 Implementation Update

On 3^rd February 2026, the Government published an update to its implementation timeline for reforms under the Employment Rights Act 2025, revising the Employment Rights Bill roadmap published in July 2025.

This update has provided specific dates for the coming into force of key measures throughout 2026 and into early 2027. There are still a number of measures to come into effect in 2027 that do not yet have specified dates and we will provide an update when these are known.

In this newsletter, we will highlight the key dates to watch out for in the coming year. If you have any queries on these measures, please do not hesitate to get in touch and one of our solicitors would be more than happy to answer any questions you may have. We have put together a printable handout, which you can download here, that sets out all of the changes that employers should be aware of over the next year or so.

18 February 2026

From 18 February, a number of trade union and industrial relations changes are being made, including:

• Workers dismissed for taking part in lawful strikes now have automatic protection from unfair dismissal.

• Employers are prohibited from subjecting workers to detriment (e.g., disciplinary treatment) for participating in lawful industrial action.

6 April 2026

From April, new parents get leave rights from day one, statutory sick pay starts earlier, and there are stronger protections and enforcement for basic employment rights.

• Day 1 right to paternity leave and ordinary parental leave

• Bereaved Partners’ Paternity Leave – enables bereaved fathers and partners to take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child’s life

• Statutory Sick Pay (SSP) is paid from day one of illness and the Lower Earnings Limit is removed

• Increased maximum award for failure to consult on collective redundancies

• Strengthened protections for employees who ‘blow the whistle’ on sexual harassment

7 April 2026

The Fair Work Agency (FWA) will be established. The FWA is a new government body being introduced to enforce key employment rights more effectively. It will bring together enforcement powers for areas like holiday pay, minimum wage, sick pay, and agency worker protections, making it easier for workers to raise concerns and for employers to deal with a single regulator. The aim is to improve compliance, consistency, and fairness across workplaces.

October 2026

• Employers must consult staff about tipping and service charge policies

• Employers must take all reasonable steps to prevent sexual harassment of their employees. This strengthens the preventative duty introduced in 2024

• Employers can be responsible if third parties harass their staff, unless steps were taken to prevent it

• Employment tribunal time limits for bringing most claims to be extended

• New rights and protections for trade union representatives

December 2026

A mandatory Seafarers’ Charter will be introduced, setting minimum standards for things like pay, rest, and working hours at sea.

2027

In 2027, there will be a major expansion of workers’ rights, including stronger job security, fairer shift protections, clearer flexible working rights, and new parental and bereavement supports. Employers will also need clear plans on equality and workplace wellbeing. The two major changes to watch out for in January are:

• The reduction of the minimum service length required to bring an unfair dismissal claim is being reduced from 2 years to 6 months

• Firing and rehiring protections are strengthening. It could be automatically unfair to fire and rehire a worker on worse terms