UK employment law is changing in stages throughout 2026 and 2027. The government has published an updated implementation timetable for its Plan to Make Work Pay and the Employment Rights Act 2025, giving employers, workers and HR teams greater clarity on when key reforms are expected to take effect.
The official timetable was updated on 25 September 2026. Future dates remain subject to parliamentary processes and may change, so organisations should keep their plans under review.
Changes already in force
December 2025
- The Strikes (Minimum Service Levels) Act 2023 was repealed at Royal Assent.
18 February 2026
- Most provisions of the Trade Union Act 2016 were repealed, simplifying a range of requirements affecting trade unions.
- The 10-year ballot requirement for trade union political funds was removed.
- Industrial action notices and ballot notices were simplified.
- Protections against dismissal for taking industrial action were introduced.
- Employees newly eligible for Day 1 Paternity Leave and Unpaid Parental Leave were able to give notice.
1 April 2026
- The levy paid by trade unions and employer associations to the Certification Officer was repealed.
6 April 2026
- The maximum period of the collective redundancy protective award was doubled.
- Day 1 Paternity Leave and Unpaid Parental Leave took effect.
- Whistleblowing protections were strengthened for workers reporting sexual harassment.
- Bereaved Partners’ Paternity Leave enabled eligible bereaved fathers and partners to take up to 52 weeks of paternity leave where the mother or primary adopter dies within the child’s first year.
- Statutory Sick Pay changed through removal of the Lower Earnings Limit and waiting period.
- Voluntary gender equality and menopause action plans, together with menopause guidance, were introduced.
- The trade union recognition process was simplified, including removal of the likely-majority test on application and the 40% support threshold in recognition ballots.
7 April 2026
- The Fair Work Agency was established.
25 August 2026
- Electronic and workplace balloting became available for statutory trade union ballots.
Changes due in October 2026
1 October 2026
- The time limit for bringing an Employment Tribunal claim will increase from three months to six months. For breach-of-employment-contract claims in Scotland, the change is scheduled for 9 November 2026.
30 October 2026
Trade union reforms are expected to include:
- stronger rights of access for trade unions;
- reforms addressing access and unfair practices during recognition and derecognition;
- freezing the bargaining unit when an application is received;
- new rights and protections for trade union representatives; and
- extended protection against detriment for taking industrial action.
Harassment reforms are expected to:
- require employers to take all reasonable steps to prevent sexual harassment;
- place an obligation on employers not to permit third-party harassment; and
- allow ministers to specify evidence-based preventative steps in future regulations.
Regulations are also expected during October to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England.
Further measures expected by the end of 2026
- December 2026: Seafarer Protection Regulations.
- By the end of 2026: stronger tipping legislation.
Changes expected from January 2027
- A duty to inform workers of their right to join a trade union.
- The qualifying period for unfair dismissal will reduce to six months for dismissals from 1 January 2027, with compensatory awards uncapped.
- New fire-and-rehire protections.
Other reforms planned for 2027
- Mandatory gender equality and menopause action plans.
- Enhanced dismissal protections for pregnant women and new mothers.
- Extended blacklisting protections.
- A new industrial relations framework.
- Regulation of umbrella companies.
- A collective consultation threshold for collective redundancies.
- Flexible-working reforms.
- Bereavement leave, including pregnancy loss.
- Rights to guaranteed hours, reasonable notice and short-notice payments, with timing to follow consultation.
- Electronic and workplace balloting for recognition and derecognition ballots.
- Regulations preventing misuse of non-disclosure agreements in workplace harassment or discrimination cases.
What employers should do now
- Review policies and contracts. Check family-leave, sickness, whistleblowing, harassment, redundancy and dismissal documentation against the new requirements.
- Prepare managers. Brief managers on longer Tribunal claim limits, harassment prevention duties and the practical consequences of the 2027 unfair-dismissal changes.
- Strengthen record keeping. Clear records of decisions, investigations, reasonable steps and employee communications will become increasingly important.
- Plan workforce changes carefully. Take advice before restructures, redundancies, contractual changes or fire-and-rehire proposals.
- Monitor further regulations. Several measures still depend on consultation and parliamentary approval.
How ELHR can help
ELHR Ltd supports employers and employees with practical employment law and HR guidance. We can help organisations review their policies, prepare managers and understand how these reforms may affect day-to-day employment decisions.
Contact ELHR to discuss the steps your organisation should take.
Source: Department for Business & Trade, Plan to Make Work Pay and Employment Rights Act: timeline update, updated 25 September 2026.
This article is for general information only and does not constitute legal advice. Timings and policy details may change.
