6 April 2026
In forceStatutory Sick Pay from the first day of sickness
No waiting days and no lower earnings limit: everyone who is sick is paid SSP from day one, at the lower of the weekly rate or 80% of their earnings.
Employment Rights Act 2025: what changes for employers, and when.
The Act became law on 18 December 2025, but its changes start on different dates. Here is each one as it stands today: what has started, what is coming with its date set in law, and what is only planned, with the source for every date.
Last reviewed 30 October 2026 against legislation.gov.uk and GOV.UK. A summary for employers, not legal advice.
The Act, by date
As at 30 October 2026
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6 Apr 2026 In force
SSP from day one; day-one paternity leave
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1 Oct 2026 In force
Six months to bring most tribunal claims
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30 Oct 2026 In force
All reasonable steps to prevent harassment
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1 Jan 2027 Coming
Unfair dismissal after six months
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2027 Planned
Fire and rehire, bereavement leave, flexible working
In force now
These have started. Check your policies and records already reflect them.
6 April 2026
In forcePaternity leave and unpaid parental leave from day one
Employees no longer need a qualifying period of service for either.
Source: SI 2026/3 Our guide to day-one paternity and parental leave
6 April 2026
In forceHoliday records kept for six years
Employers must keep records showing they have met holiday and holiday pay rules, and not doing so is an offence.
6 April 2026
In forceReporting sexual harassment can be whistleblowing
A disclosure about sexual harassment can be a protected disclosure.
Source: SI 2026/323 Grievances marked as possible protected disclosures
6 April 2026
In forceProtective award doubled for collective redundancy
The most a tribunal can award for failing to consult rises from 90 to 180 days’ pay.
7 April 2026
In forceThe Fair Work Agency begins enforcing
A single body for enforcing employment rights, such as the minimum wage.
Source: SI 2026/323 The nightly minimum-wage check on contracted pay
1 October 2026
In forceSix months to bring most tribunal claims
The time limit rises from three months, where what is complained of happened on or after this date.
30 October 2026
In forceAll reasonable steps to prevent sexual harassment
The duty becomes all reasonable steps, and employers must not permit harassment of their staff by third parties such as customers and clients.
30 October 2026
In forceTrade union access and recognition
New rights for unions to access workplaces, and changes to how recognition works.
Coming, with the date set in law
Commencement regulations have been made for these. Prepare now.
1 January 2027
ComingUnfair dismissal after six months, not two years
For employment ending on or after this date, the qualifying period falls to six months and the cap on compensation is removed.
Source: SI 2026/559 Probation reviews that show the qualifying period
Planned, date not yet set in law
The government has said when it intends these to start, but no commencement regulations have been made. Dates may move.
1 January 2027
PlannedStronger rules on tips
Changes to how tips are shared with workers.
1 January 2027
PlannedA duty to tell workers they can join a union
A written statement of the right to join a trade union.
Source: GOV.UK timeline, updated 22 Oct 2026 The trade union statement template
March 2027
PlannedLimits on fire and rehire
Dismissing someone to change their terms becomes unfair in most cases.
Source: GOV.UK timeline, updated 22 Oct 2026 Our fire and rehire guide
March and April 2027
PlannedGender equality and menopause action plans
Required of employers with 250 or more staff: public authorities from March 2027, private and voluntary sector employers from April 2027.
April 2027
PlannedBereavement leave, including pregnancy loss
A day-one right to leave after the death of a loved one, including pregnancy loss before 24 weeks.
Source: GOV.UK timeline, updated 22 Oct 2026 Our bereavement leave guide
2027, not before April
PlannedThe Fair Work Agency enforces holiday pay
Statutory holiday pay joins what the agency enforces, alongside the minimum wage. The timing depends on the government’s consultation.
Source: business.gov.uk, read 31 Oct 2026 The Fair Work Agency pack: holiday and pay records
October 2027
PlannedFlexible working refusals must be reasonable
An employer refusing a request must show the refusal is reasonable.
Source: GOV.UK timeline, updated 22 Oct 2026 Our flexible working guide
October 2027
PlannedStronger protection for pregnant women and new mothers
Tighter limits on dismissing them during pregnancy and after their return.
To be set
PlannedGuaranteed hours for zero-hours workers
A right to be offered hours that reflect those regularly worked, with reasonable notice of shifts and pay for short-notice cancellation. The government will set its timing after a consultation.
What to do now: a checklist for employers.
The changes above, as actions, soonest first. A starting point for your own advice, not a substitute for it.
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Now
Pay SSP from the first day of sickness
Take waiting days and the lower earnings limit out of your sickness policy and your payroll settings.
Work out SSP for 2026/27 -
Now
Offer paternity and unpaid parental leave from day one
Remove any length-of-service condition for either from your family leave policy and contracts.
Our paternity and parental leave guide -
Now
Keep six years of holiday records
Keep what each person was entitled to, what they took and what they were paid for it, and be able to produce it.
Our holiday records guide -
Now
Take all reasonable steps to prevent sexual harassment
Review your risk assessment and policy so they cover harassment by customers, clients and other third parties, and tell staff how to report it.
Our guide to the harassment duty -
Before 1 January 2027
Use probation to decide, not to wait
With unfair dismissal claims possible after six months, set probation reviews well before then and record each one.
Our probation guide -
Through 2027
Watch the planned changes
Fire and rehire (planned for March 2027), bereavement leave (April 2027) and flexible working (October 2027) have no date in law yet, and guaranteed hours waits on a consultation. We update this page as each is set.
Where the dates come from.
- Employment Rights Act 2025, on legislation.gov.uk
- Plan to Make Work Pay and Employment Rights Act: timeline, on GOV.UK
- The commencement regulations named on each change, on legislation.gov.uk
The Employment Rights Act 2025: common questions
When did the Employment Rights Act 2025 become law?
It received Royal Assent on 18 December 2025. Its changes start on different dates, set by commencement regulations.
Is SSP paid from day one now?
Yes. Since 6 April 2026, Statutory Sick Pay is paid from the first day of sickness, with no lower earnings limit.
When does the unfair dismissal qualifying period change?
For employment ending on or after 1 January 2027, it falls from two years to six months.
What changes on 30 October 2026?
Employers must take all reasonable steps to prevent sexual harassment of their staff, including harassment by third parties such as customers and clients.
Keep up with the law without the reading.
KivoHR shows each change on HR Home as it comes in, and checks your records every night.