The Government has published an updated timeline for implementing the Employment Rights Act 2025, confirming when a series of major employment law reforms will take effect during the remainder of 2026 and into 2027.
Published on 22nd October 2026, the update gives employers and recruitment agencies greater clarity as they prepare for changes to workers’ rights, employment practices and regulatory responsibilities.
With several important measures coming into force over the next 14 months, here’s a breakdown of what’s ahead:
Key dates for your diary
30th October 2026 – Trade union rights and workplace harassment
New measures will strengthen trade union access and representation rights, alongside increased employer responsibilities to prevent sexual harassment, including harassment by third parties.
1st January 2027 – Unfair dismissal claims
The qualifying period for unfair dismissal protection will reduce from two years to six months, with the cap on compensatory awards removed. Employers will also be required to inform workers of their right to join a trade union.
March 2027 – Fire and rehire
New restrictions on dismissal and re-engagement will take effect, alongside mandatory gender equality and menopause action plans for public authorities.
April 2027 – Family rights and redundancy protections
New bereavement leave entitlements, including pregnancy loss, will be introduced. Other measures include changes to collective redundancy thresholds, extended blacklisting protections and mandatory gender equality and menopause action plans for private and voluntary employers.
September 2027 – Non-disclosure agreements
New regulations will restrict the misuse of NDAs in cases involving workplace harassment or discrimination.
October 2027 – Flexible working and maternity protections
Enhanced dismissal protections for pregnant women and new mothers will take effect, alongside reforms to flexible working.
Date to be confirmed – Zero hours and similar contracts
The Government has yet to confirm implementation dates for reforms giving workers the right to guaranteed hours, reasonable notice of shifts and compensation when shifts are cancelled or changed at short notice. Further details will follow the consultation process.
And finally, umbrella company regulation
December 2027 is now the confirmed target date for formal regulation of umbrella companies.
This will bring umbrella companies within the regulatory framework governing employment agencies and employment businesses, introducing greater oversight and enforcement across the sector.
For recruitment agencies, it represents another big step in how umbrella providers are regulated, with the aim of improving standards, transparency and protections for workers. For further information, read our article “Preparing for Umbrella Regulation 2027.”
Time to prepare
With the reforms of the Employment Rights Act 2025 impacting everything from employment contracts and dismissal procedures to worker protections and supplier relationships, agencies should review their existing practices in these areas and prepare for the changes ahead.
The Government has confirmed that the above implementation dates remain subject to parliamentary processes, while timings for guaranteed hours and shift notice reforms are still to be finalised.
You can read the full Government implementation timeline here.
