Employment Rights Act 2025 (introduced as the Employment Rights Bill)

• • The Employment Rights Act 2025 is the largest package of UK employment law change in a generation, delivered under the government's 'Plan to Make Work Pay'. Rather than starting on one day, it is being commenced in phases across 2026 and 2027.
• • Changes already set out in the official timetable include electronic and workplace balloting for statutory trade union ballots by 31 August 2026, employment tribunal claim time limits rising from three to six months from 1 October 2026, and a large package on 30 October 2026 covering trade union workplace access, protections for representatives, a duty to take all reasonable steps to prevent sexual harassment and liability for third-party harassment. Unfair dismissal protections change from 1 January 2027, including a shorter qualifying period.
• • Who is affected: every employer in Great Britain and their staff, plus trade unions, employment tribunals and HR and payroll providers.

It changes day-one rights, dismissal protection and union access for millions of workers, and the practical effect depends entirely on when each provision is switched on.

Next: The 30 October 2026 package (trade union access rights, representative protections, harassment duties) followed by unfair dismissal reform from 1 January 2027, with the remaining measures set out in the Department for Business and Trade delivery timetable.

• • A bill is not law. Until it has royal assent or its equivalent, nothing in it applies to anyone.
• • An act may not take effect immediately. Most acts commence in stages, often over years.
• • Secondary regulations usually decide the real-world impact — dates, thresholds, exemptions and enforcement.

1. Issue

   Completed

   Long-running debate on insecure work, zero-hours contracts, dismissal rights and union law.

   No legal effect; this is the evidence and manifesto stage.

2. Policy proposal

   Completed

   The 'Plan to Make Work Pay' set out the intended package before drafting.

   The shape of the Bill was largely settled at this stage.

3. Bill introduction

   Completed

   Introduced in the House of Commons in October 2024 and published.

   A Bill is a proposal only; it creates no rights or duties.

4. Commons stages

   Completed

   Second reading, public bill committee, report stage and third reading.

   Committee evidence is where employer bodies and unions formally put their case.

5. Lords stages

   Completed

   Second reading, committee, report and third reading in the House of Lords.

   The Lords pressed a number of changes on scope and thresholds.

6. Amendments between Houses

   Completed

   Both Houses considered each other's amendments until the text was agreed.

   Final wording here decided which employers and workers are covered.

7. Royal Assent

   Completed

   The Bill became the Employment Rights Act 2025.

   Assent did not change anyone's rights on its own; it unlocked commencement powers.

8. Act of Parliament

   Completed

   Published on legislation.gov.uk and already amended by later instruments.

   The enacted text is the legal baseline, but not yet the operative law in most areas.

9. Regulations & secondary legislation

   Happening now

   Commencement regulations, including the Commencement No. 2 regulations and their 2026 amendments, switch provisions on in phases. Consultations continue on the detailed rules.

   This is where the practical impact is decided, with far less scrutiny than the Bill received.

10. Implementation & review

    Happening now

    Union balloting changes by 31 August 2026; tribunal time limits from 1 October 2026; trade union and harassment package from 30 October 2026; unfair dismissal reform from 1 January 2027.

    Whether rights are real depends on tribunal capacity and on employer compliance support.