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UK: Employment Rights Act 2027 Implementation Timetable

By - - Employment Law, Employment Rights Act 2025

In a recent article, we outlined the key Employment Rights Act 2025 changes taking effect in October 2026, including longer Employment Tribunal time limits and new requirements relating to sexual harassment and trade union rights.

The Government has since published an updated implementation timetable, confirming when a number of the remaining reforms are expected to take effect during 2027.

Key Dates for Employers

From 30 October 2026

These changes were covered in more detail in our previous update.

  • Further reforms on sexual harassment, including the strengthened duty on employers to prevent sexual harassment; and
  • New trade union rights take effect, including trade union access and recognition rights.

From 1 January 2027

  • The qualifying period for ordinary unfair dismissal will reduce from two years to six months.
  • The statutory cap on compensatory awards for unfair dismissal will be removed.
  • Employers will be required to inform workers of their right to join a trade union.

From March 2027:

  • New protections relating to fire and rehire will take effect.
  • Mandatory gender equality and menopause action plans will apply to public authorities.

From April 2027:

  • The collective redundancy threshold will now be assessed across the organisation, rather than solely at individual establishments.
  • A new right to bereavement leave, including for pregnancy loss, will take effect.
  • Existing blacklisting protections will be extended.

From August 2027:

  • Electronic balloting will be introduced for statutory trade union recognition and derecognition ballots.

From September 2027:

  • New regulations will restrict the misuse of non-disclosure agreements in cases of workplace harassment or discrimination.

From October 2027:

  • Enhanced dismissal protections will be introduced for pregnant employees and new mothers.
  • Further reforms to flexible working will take effect.

Ongoing Consultations

Reforms to zero-hours and similar contracts, including guaranteed hours, reasonable notice of shifts and payments for cancelled or changed shifts, remain subject to consultation, with implementation dates still to be confirmed.

This is a high-level general update only. Legal advice should be obtained on specific circumstances.
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