Employment Rights Act 2025 — the biggest change to employment law in 30 years

The Employment Rights Act 2025 introduces 28+ new measures that are reshaping workplace protections. Here's what's already in force, and what's coming next.

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Is the Employment Rights Act 2025 already law?

Yes. It received Royal Assent in 2025. Provisions are commencing in stages: the first major wave came into force on 6 April 2026, with further provisions in autumn 2026 and January 2027.

Is it day-one unfair dismissal protection under the new Act?

No. The Act reduces the qualifying period from 2 years to 6 months from 1 January 2027. Dismissals before that date are still subject to the 2-year qualifying period.

What is the lighter-touch probationary period?

During the first 6 months, a lighter-touch dismissal procedure applies. After 6 months, the full unfair dismissal framework applies. Detailed procedural rules will appear in secondary legislation before January 2027.

Will fire and rehire be completely banned?

Not completely. From January 2027 it will be automatically unfair in almost all cases, with a narrow exception for genuine financial distress where the contractual variation is necessary to avoid insolvency.

Does the Act change discrimination law?

Core discrimination law (Equality Act 2010) is not substantially amended, though enhanced whistleblowing protections covering sexual harassment are already in force from 6 April 2026.

Where can I find the full commencement timeline?

The Government publishes a rolling timeline on GOV.UK and ACAS publishes guidance at acas.org.uk/employment-rights-act-2025.

Employment Rights Act 2025 — the biggest change to employment law in 30 years

View the Act on legislation.gov.uk →

GOV.UK ERA 2025 timeline

. Last updated April 2026.

First major wave in force

Unfair dismissal qualifying period changes

What is the Employment Rights Act 2025?

Introduced by the Labour government in October 2024, the Employment Rights Act 2025 (

legislation.gov.uk: ukpga/2025/36

) received Royal Assent in 2025. It represents the most significant reform to UK employment law since the Employment Relations Act 1999, amending primarily the Employment Rights Act 1996, the Trade Union and Labour Relations (Consolidation) Act 1992, and the Equality Act 2010.

Provisions are being commenced in stages via secondary legislation. The first major wave came into force on 6 April 2026; further provisions follow in autumn 2026 and January 2027. Source:

GOV.UK ERA 2025 timeline update

Unfair Dismissal Qualifying Period — Reduced to 6 Months

Despite early proposals for full day-one protection, the Employment Rights Act 2025 as enacted reduces the qualifying period from 2 years to

. This change comes into force on

business.gov.uk — Unfair dismissal rights

During the first 6 months of employment, a lighter-touch dismissal procedure will apply. After 6 months, full unfair dismissal protection applies and a tribunal claim may be brought.

If you were dismissed before 1 January 2027:

the old 2-year qualifying period applies unless your dismissal falls into an automatically unfair category (whistleblowing, pregnancy, asserting a statutory right, health and safety).

Fire and Rehire — Significantly Restricted from January 2027

The controversial practice of dismissing employees and rehiring them on worse terms (fire and rehire) will be made automatically unfair dismissal in almost all circumstances. This change comes into force in

The only exception: where the employer faces genuine financial distress and the contractual variation is necessary to avoid insolvency — a narrow exception with a high bar. Source:

Flexible Working — Strengthened Further (2027)

The right to request flexible working already became a day-one right for all workers in April 2024. The Employment Rights Act 2025 goes further: employers will need to demonstrate that a refusal is "reasonable" with reference to specific statutory grounds. This provision is expected in

This creates a higher bar for refusal and places the burden on the employer to justify rejection, strengthening employees' ability to negotiate working arrangements.

Zero Hours Workers — Guaranteed Hours Right Coming in 2027

Workers on zero hours or low-hours contracts who work regular patterns will gain the right to be offered a guaranteed hours contract reflecting their actual working pattern. Although some expected it sooner, this provision did not commence in April 2026 — it is scheduled for

ACAS — Employment Rights Act 2025

This fundamentally changes the zero hours landscape, moving workers from uncertainty toward contractual security once they have established a pattern of regular work.

Trade Union Rights — Already Expanded (in force 6 April 2026)

, simplified union recognition procedures are in force and dismissal for taking part in lawful industrial action is automatically unfair. Employers must also inform workers of their right to join a trade union. Source:

GOV.UK — Trade union law transition to ERA 2025

Bereavement and Family Leave — Already in Force (6 April 2026)

: Day 1 paternity leave and unpaid parental leave are in force; bereaved partners' paternity leave (up to 52 weeks) is available; the lower earnings limit for Statutory Sick Pay has been removed. Enhanced protections for pregnant workers and new mothers follow in

What This Means for Current Claims

The Employment Rights Act 2025 applies going forward from the date each provision comes into force — it does not apply retrospectively to dismissals that occurred before that date.

Dismissed before 1 January 2027?

The old 2-year qualifying period applies to ordinary unfair dismissal (unless your dismissal is automatically unfair — whistleblowing, pregnancy, asserting a statutory right, health and safety — which have no qualifying period).

Dismissed on or after 1 January 2027?

The new 6-month qualifying period applies.

Employment Rights Act 2025 (Commencement No. 1) Regulations 2026

Stay up to date as more provisions come into force

The Employment Rights Act 2025 is reshaping UK employment law. Start My Claim is updated as each new provision commences, so you always see the rules that apply to your situation.

Questions people ask

Yes. The Employment Rights Act 2025 received Royal Assent in 2025. Provisions are being commenced in stages: the first major wave came into force on 6 April 2026, with further provisions in autumn 2026 and January 2027. See

No — despite early proposals for day-one protection, the Act as enacted reduces the qualifying period from 2 years to

. This takes effect from

. If you were dismissed before that date, the 2-year qualifying period still applies to ordinary unfair dismissal. Source:

During the first 6 months of employment, a lighter-touch dismissal procedure applies. After 6 months, the full unfair dismissal framework applies and an employee may bring a tribunal claim. The exact procedural requirements for the lighter-touch period will be set out in secondary legislation ahead of January 2027.

Not completely, but it will be automatically unfair dismissal in almost all cases from January 2027. The only exception: genuine financial distress where the contractual variation is necessary to avoid insolvency — a narrow exception with a high bar.

The Act focuses primarily on unfair dismissal, flexible working, trade union rights, and contractual protections. Core discrimination law (Equality Act 2010) is not substantially amended, though enhanced whistleblowing protections covering sexual harassment are already in force from 6 April 2026.

The Government publishes a rolling timeline at

GOV.UK — ERA 2025 timeline update

. ACAS guidance is at

acas.org.uk/employment-rights-act-2025

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