Employment Rights Act 2025: Revised timeline released

Author: Daniel WilsonDate: 30 July 2026Read Time: 2 minutes

The Employment Rights Act 2025 remains the biggest change to UK employment law in a generation. With the remaining reforms due later in 2026 and 2027, the government has released the revised timetable for when these legislative changes will be implemented.

The April 2026 changes saw the first major implementation of the Employment Rights Act, with statutory sick pay becoming available from the first day of sickness, amongst other increased rights and protections.

The new, revised timeline will mean that employers will need to be compliant with the outlined changes by the date specified or risk costly financial and/or reputational damages.

Talk to a Croner HRand Employment Law expert today. Call 0800 470 9999.

City of London skyline representing the ERA 2025.

What are the key legislative changes?

  • Changes to electronic and workplace balloting for statutory trade union ballots will take effect by August 31st 2026, confirmed.

  • Confirmation that electronic and workplace balloting measures for recognition and derecognition ballots will come into play in 2027.

  • Extension of employment tribunal time limits from three months to six months will come into play on the 1st of October.

Further reforms being implemented October 30th, 2026:

  • Greater protections and new rights for trade union representatives.

  • Extended protections against detriments for taking industrial action.

  • Strengthening trade unions’ right of access and the requirement for employers to provide workers with a written statement informing them of their right to join a trade union upon commencement of employment.

Duty to prevent sexual harassment reforms (Oct 30th)

  • Employers will need to show that they have taken ALL reasonable steps to prevent sexual harassment.

  • Obligation for employers to not permit the harassment of their employees by third parties.

  • Introduction of a power enabling the Government to make regulations at a later date. Specifying evidence-based steps which employers must take to prevent sexual harassment (this will complement not replace the broader legislative requirement to take all reasonable steps).

  • The regulations detailing what is defined as 'ALL reasonable steps', are set to be introduced in 2027.

One part of the Act that has seen a significant delay in implementation is strengthened tipping laws which are now scheduled to take effect 'by the end of 2026'. Originally the Government had said this would be implemented in October 2026.

Get the latest updates on the Employment Rights Act 2025

Keep up to date with key implementation dates and get advice on how the new legislation will impact your business.

Download our updated Employment Rights Act 2025 Roadmap and contact a member of the Croner Employment Law Advisory team today.

Call 0800 470 9999.

Updated Employment Rights Act 2025 Timeline | Croner