Employment Rights Act 2025: Important changes to implementation dates

There have been several important changes to the Employment Rights Act 2025 timeline announced, with fire and rehire legislation changing in March, instead of January as previously outlined. Protections for pregnant women and new mothers has been pushed forward to October. Previously this was scheduled to be introduced in 2027.

Employment Rights Act 2025 timeline changes:

• Fire and rehire dismissals moved from January 2027 to March 2027.

• Changes to the law on tipping policies (hospitality) implemented on 1st January.

• Protections for pregnant women and new mothers set for October 2027.

What should employers prepare for?

New rules regarding dismissals for pregnant workers from October:

Employees will be protected from the point that they inform their employer until 6 months after their return from maternity leave, and the rules governing fair dismissals of pregnant workers will differ considerably compared to the standard dismissal process.

Fire and rehire:

From January employers will only be able to use dismissal and re-engagement in severe financial circumstances to alter certain key employee terms like pay and working hours. Another consultation has been launched regarding a replacement Code of Practice to go along with the new laws.

Get professional advice from an Employment Law expert:

Talk to a Croner HR and Employment Law expert to see how the new legislation under the Employment Rights Act 2025 will affect your business.

Call 0800 470 9999.