2027
According to the updated timeline, for implementation of new rights under the ERA 2025, measures expected to come into force are: Gender Pay Gap and Menopause Action plans; enhanced dismissal protections for pregnant women and new mothers; guidance on what steps will help determine whether an employer has taken all reasonable steps to prevent sexual harassment; NDA regulations, changes to the collective consultation threshold for collective redundancies; changes to flexible working; changes to bereavement leave including pregnancy loss; the regulation of umbrella companies, extending blacklisting protections and a new industrial relations framework. In a bite size series of videos, our employment team unpacks the key reforms under the Employment Rights Act 2025, with practical takeaways to help you prioritise and prepare. You can watch and subscribe to these here.
January 2027
New rights under the ERA 2025 fire and re-hire protections are expected to come into effect (originally expected in October 2026).
1 January 2027
ERA 2025 provisions expected into force are:
- Reduced six-month qualifying period for ordinary unfair dismissal.
- The Statutory cap on unfair dismissal compensation expected to be removed.
- The qualifying period for the right to a written statement of reasons for dismissal reduced from two years to six months.
Further details are available here.
A new duty to give workers a written statement informing them of their right to join a trade union is expected into force.
Early 2027
Government review of parental leave and pay expected to conclude. Further details available here.
2026
December 2026
17 December
The consultation on a revised Acas statutory Code of Practice on requests for flexible working (draft Code) closes.
30 October
New harassment measures expected into force, requiring employers to take “all reasonable steps” to prevent sexual harassment of employees, imposing an obligation on employers not to permit harassment of employees by third parties, and introducing a ministerial power to make regulations specifying evidence-based steps employers must take to prevent sexual harassment, complementing the general duty to take all reasonable steps.
Trade Union reform expected into force:
- The revised Code of Practice: Access and Unfair Practices During the Recognition and Derecognition Process expected to come into force
- Enhanced protection against detriment for taking industrial action comes into force.
- The updated Code of Practice, the Trade Unions (Right to Access Workplaces) Regulations 2026 and the Trade Unions (Right to Access Workplaces) (Required Information) Regulations 2026 (SI 2026/756) come into force.
28 October
The UK Autumn Budget 2026 will take place.
27 October
The Government consultation on equal pay and discrimination closes. Further detail available here.
16 October
The new remuneration rules outlined in the Bank of England’s Policy Statement 21/25 come into effect to firms’ performance years starting after today.
1 October
The time limit for bringing a claim in the ET is extended from three to six months.
Amended right to work checks for employers is in force.
The new and updated Presidential Practice Direction and Presidential Guidance for the presentation of claims, responses and statutory appeals to the employment tribunals took effect.
September 2026
23 September
The consultation on the draft updated Code of Practice on Disciplinary and Grievance procedures closed. Further details available here.
01 September
The new COCON rule for non-banks, and FCA Handbook guidance on NFM for all SMCR firms will come into force and will only apply to misconduct occurring from 1 September 2026. Further details available here.
The government consultation on strengthening rights for unpaid carers and parents of seriously ill children closed. Further details available here
August 2026
26 August
The revised Code of Practice on electronic and workplace balloting for Statutory Trade Union Ballots took effect. Further details available here.
25 August
The government consultation on reforming zero hours and similar contracts ended. Further details available here.
5 August
The updated EHRC Code of Practice for services, public functions and associations took effect. Further detail available here.
July 2026
1 July
The Government call for evidence to inform potential reforms to TUPE closed. Further detail available here.
8 July
The Government consultation seeking views on proposals for when a non-disclosure agreement (NDA) may still be valid closed. Further detail available here.
June 2026
7 June
Member States must implement the EU Pay Transparency Directive. Tracked detail on the implementation progress is available.
May 2026
21 May
The Make Work Pay Consultation on the threshold for triggering collective redundancy obligations closed.
1 May
The Make Work Pay Consultation on modernising the Agency Worker Regulatory Framework closed. Further details available.
April 2026
30 April
The Make Work Pay Consultation on improving access to flexible working closes. Further details available.
23 April
The consultation on Protection from Detriments for taking industrial action closed. Further details available.
7 April
The Fair Work Agency is established and can carry out enforcement actions..
6 April
The Employment Rights Act 2025 (Commencement No. 2 and Transitional and Saving Provisions) (Amendment) Regulations 2026 (SI 2026/323) are in effect:
- Introducing of sexual harassment as a qualifying disclosure,
- doubling the potential protective award for failure to collectively consult, and
- introducing obligations on employers to keep records of workers’ annual leave.
Further details are available here.
Statutory compensation limits are increased. Vento bands are also increased. Further detail is available here.
Bereaved Partner's Paternity Leave takes effect. Further detail is available here.
4 April
Next gender pay gap reports were due. Government guidance available here.
1 April
National Minimum Wage rates increased.
The Make Work Pay Consultations on Fire and rehire – changes to expenses, benefits and shift patterns and Recognition Code of Practice and e-balloting unfair practices closed. Further detail available.
March 2026
London Employment Tribunal contact number was centralised to: HMCTS National Services - 0300 323 0196.
February 2026
18 February
The Government consultation on options for reform of non-compete clauses in employment contracts closed. Further details available.
Trade Union provisions in the Employment Rights Act 2025 came into force: Repealing a great majority of the Trade Union Act 2016; simplifying industrial action and ballot notices, and removing the 10 year ballot requirement for trade union political funds. Further details available. You can watch and subscribe to a series of videos as our employment team unpacks the key reforms under the Employment Rights Act here.
January 2026
23 January
The ICO consultation on new draft guidance outlining its approach to investigations and enforcement action under the UK GDPR and Data Protection Act 2018 closed. Further detail available.
15 January
Two separate government consultations on leave for bereavement including pregnancy loss, and enhanced dismissal protections for pregnant women and new mothers both close. Further detail available.
1 January
Provision 29 of the FRC’s UK Corporate Governance Code will come into effect.
2025
December 2025
29 December
The Paternity Leave (Bereavement) Act 2024 was brought into force giving bereaved fathers and partners immediate entitlement to statutory paternity leave when the birth mother or adoptive parent dies.
18 December
The Employment Rights Act 2025 received Royal Assent. Further detail available.
The Strikes (Minimum Services Levels) Act was repealed upon Royal Assent of the Employment Rights Act.
Two separate government consultations on a new statutory duty on employers to inform workers of their legal right to join and trade union, and trade union’s right of access to workplaces both closed. Further detail available.
1 December
The Acas early conciliation (EC) period has been extended from six weeks to 12 weeks for all cases notified to Acas on or after this date. Further detail available.
November 2025
30 November
Employers proposing to dismiss 20 or more employees will be required to complete the updated HR1 form digitally. Further detail available.
The House of Lords Committee on Home-based Working will report on their inquiry into the effects and future development of remote and hybrid working.
26 November
The Autumn budget. Further details available here.
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