Employment Rights Act 2025
What Changes and When
What is the Employment Rights Act 2025?
The Employment Rights Act 2025 is landmark UK legislation that reforms workers' rights across pay, leave, working time, dismissal, and union representation. It started coming into force on 6 April 2026, with further provisions rolling out over the following months and years.
When does the unfair dismissal qualifying period change?
The unfair dismissal qualifying period will reduce from 2 years to 6 months for dismissals on or after 1 January 2027. Employees who start on or after 1 July 2026 will gain protection once they reach 6 months' service. The compensatory award cap is also being removed from 1 January 2027.
What came into force on 6 April 2026?
On 6 April 2026, several major changes took effect: SSP (statutory sick pay) is now payable from day one (the old 3-day waiting period abolished); paternity leave and unpaid parental leave are now day-one rights; bereaved partner's paternity leave (up to 52 weeks) became available; and the Fair Work Agency was launched as the single enforcement body.
What is the Fair Work Agency?
The Fair Work Agency is a new unified enforcement body that brings together functions previously split across multiple organisations. It has powers to investigate breaches of employment law and enforce workers' rights. It launched on 6 April 2026.
Employment Rights Act 2025
Last updated: April 2026
The Employment Rights Act 2025 is the most significant overhaul of UK employment law in over a decade. Some provisions came into force on 6 April 2026. Others are still to come. This page tracks what is live now, what is coming, and what it means for you.
Not everything is in force yet. Before relying on any provision, check the latest commencement orders or speak to a qualified adviser. This page is accurate as of April 2026 but is provided for guidance only.
In Force Now — 6 April 2026
| Change | What It Means |
|---|---|
| SSP from day one | The 3-day waiting period abolished. Lower earnings limit removed. Workers entitled to statutory sick pay from the first day of absence. |
| Paternity leave: day-one right | Paternity leave is now available from the first day of employment (previously required 26 weeks service). |
| Unpaid parental leave: day-one right | Workers can now take unpaid parental leave from day one of employment (previously required 1 year service). |
| Bereaved partner's paternity leave | New day-one right to paternity leave for bereaved partners. Up to 52 weeks available. |
| Fair Work Agency launched | Single enforcement body for employment law. Replaces split jurisdiction. Can investigate breaches and enforce workers' rights. |
Coming Into Force — 2026 and 2027
| Change | What It Means |
|---|---|
| Unfair dismissal qualifying period reduced to 6 months — 1 January 2027 | The qualifying period for unfair dismissal reduces from 2 years to 6 months for dismissals on or after 1 January 2027. Employees who start on or after 1 July 2026 gain protection once they reach 6 months. The statutory cap on compensatory awards is also removed from 1 January 2027. |
| Zero-hours contract rights — October 2026 onwards | Some zero-hours protections are expected from October 2026. The right to guaranteed hours (after a 12-week reference period) is expected in 2027. Exact commencement dates subject to regulations. |
| Collective redundancy threshold lowered | Currently, collective redundancy rules apply when 20+ redundancies happen over 90 days. This threshold will be lowered (exact number TBC). |
| Strengthened trade union rights | Additional protections for union members and union activity in the workplace. |
| Right to switch off | Workers will have a legal right not to be contacted about work outside working hours. Status and scope of implementation still to be confirmed. |
| Fire and rehire restrictions | Restrictions on dismissing employees to rehire them on worse terms (a "fire and rehire" practice). |
What This Means for Tribunal Claimants
If you were dismissed recently
The unfair dismissal qualifying period reduces from 2 years to 6 months from 1 January 2027. Until then, you must have 2 years' service to claim (with narrow exceptions for automatic unfair dismissal and discrimination). If you were dismissed on or after 1 January 2027 and have at least 6 months' service, you can claim.
If you work on zero-hours contract
The new zero-hours rights are not yet in force. Once commencement orders are issued, you may be able to claim guaranteed hours or reasonable notice of shifts. Monitor for updates from the Fair Work Agency.
Sick leave rights (live from 6 April 2026)
If your employer did not pay you statutory sick pay from the first day of your absence after 6 April 2026, you may have a claim. Contact the Fair Work Agency or seek advice from ACAS or a union representative.
Fair Work Agency complaints
The Fair Work Agency is the new single enforcement body. You can report breaches of employment law directly to them. This may be an alternative to tribunal proceedings in some cases.
Frequently Asked Questions
Parliament breaks changes into stages through "commencement orders". This allows government time to draft regulations, give employers time to prepare, and ensure systems are in place. The most significant changes (like the qualifying period reduction) typically take longer to implement.
It depends on when the new qualifying period comes into force and when you were dismissed. Once the commencement order is issued, you will be able to claim with less than 2 years' service (the exact new threshold is still TBC). If you were dismissed before the commencement order takes effect, you still need 2 years' service unless an exception applies.
Commencement orders are published by the Department for Business and Trade (DBT) on legislation.gov.uk. You can search for "Employment Rights Act 2025 commencement order" to find the latest instrument. The Fair Work Agency website also publishes updates as provisions come into force.
The Act does not fundamentally change discrimination law. Discrimination claims are governed by the Equality Act 2010, which has no qualifying period. The Act does strengthen some protections (e.g., pregnancy/maternity rights), but the core discrimination framework remains the same.
Different provisions apply to different categories. Some rights apply only to employees (with an employment contract); others apply to "workers" (a broader category including gig workers, agency workers, and some self-employed). Always check the specific wording of the provision you are claiming — your status matters.
Yes. If you were dismissed both unfairly and for a discriminatory reason, you can claim both. Discrimination has no qualifying period, so even if you have less than 2 years' service, you can claim discrimination. Compensation is not doubled — the tribunal will award a single sum covering both claims.
Generally, the law that applied when you filed the claim (the ET1) governs your case. However, if you have not yet had a hearing and the law is more favorable to you, you may be able to amend your claim or argue the new law applies. Speak to your representative or seek advice immediately if the law changes during your case.
If you already have 2 years' service, no — claim now. You do not gain anything by waiting, and tribunal time limits (3 months from dismissal) apply. If you have less than 2 years, the decision depends on whether you think the law will change before your time limit expires. Seek advice urgently if you are close to the 3-month deadline.
Employment law changes frequently and commencement dates can be revised. This page is updated regularly but is provided for general information only and does not constitute legal advice. Always verify commencement dates from primary sources —
— before relying on any information here for an active claim. If you are unsure whether a change affects your situation, seek independent legal advice.
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