The government updated its implementation timeline for the Employment Rights Act on 16 July 2026, shifting the sexual harassment duty from 1 October to 30 October. If you employ anyone in England, Scotland, or Wales, you need every deadline mapped out, with actions attached to each date. Here is exactly what has already changed, what arrives in October 2026, and what lands in January 2027.

Why This Timeline Matters Now

The Employment Rights Act 2025 received Royal Assent on 18 December 2025. It represents the most significant overhaul of UK employment law in a generation. Rather than switching everything on at once, the government chose a phased rollout, with changes taking effect in stages from 2026 through 2027. That phased approach means employers face multiple compliance deadlines spread over 18 months.

In February 2026, the government published a revised implementation roadmap, replacing the original July 2025 timetable. Since then, dates have shifted again. The latest update, published on 16 July 2026, moved the harassment prevention duties from 1 October to 30 October 2026. The extension of employment tribunal time limits will still take effect on 1 October. If you built your compliance calendar around earlier guidance, you need to check it again.

For women running businesses, particularly those with small teams, the stakes are high. Many of these changes affect day-one rights for new starters, sick pay eligibility, and how you handle probationary periods. Getting your timeline wrong could mean tribunal claims, financial penalties, or both.

What Already Changed: February and April 2026

The first tranche of reforms took effect on 18 February 2026. These focused on trade union rights, including the repeal of much of the Trade Union Act 2016 and simplified rules around industrial action and political funds. If you have a unionised workforce, these changes already apply.

The bigger wave arrived on 6 April 2026. Here is what changed on that date:

• Statutory Sick Pay (SSP) expanded. The government removed the lower earnings limit. Employees who previously earned too little to qualify now receive SSP at the lower of the flat rate (£123.25 per week from April 2026) or 80 per cent of their average weekly earnings. The three waiting days before SSP kicked in were also abolished. SSP now starts from day one of sickness absence.
• Paternity leave became a day-one right. The Act scrapped the previous requirement of 26 weeks’ continuous service for paternity leave. New employees can now take paternity leave from their first day in the job. Statutory paternity pay still requires 26 weeks’ service, so this is a day-one right to unpaid leave, not to pay.
• Unpaid parental leave became a day-one right. The Act removed the old one-year qualifying period. Any employee can now request unpaid parental leave from the start of their employment.
• Bereaved Partner’s Paternity Leave introduced. Eligible partners can now take up to 52 weeks of unpaid leave if the child’s mother or primary adopter dies within the first year after birth or placement.
• Collective redundancy protective awards doubled. The maximum protective award for failing to follow collective consultation rules increased from 90 days’ pay to 180 days’ pay per affected employee, a substantial jump in financial exposure for employers planning larger-scale redundancies.

If you have not yet updated your contracts, employee handbooks, and payroll systems to reflect these April 2026 changes, treat this as urgent. The Fair Work Agency, which launched on 7 April 2026, now has enforcement powers to investigate non-compliance.

What Changes in October 2026

October 2026 brings a second major wave of reforms. The 16 July 2026 government update split what was previously a single 1 October package into two dates. Employers need to track both carefully.

1 October 2026

• Employment tribunal time limits double. The time limit for most employment tribunal claims rises from three months to six months. This gives employees far longer to bring claims and extends your exposure window after any dismissal, grievance, or dispute significantly. Note: for breach of employment contract claims in Scotland, the six-month time limit takes effect on 9 November 2026 under a separate instrument.
• Tipping law strengthened. Employers must now consult with workers and trade union or worker representatives when developing or revising their written tips policy. They must also review that policy at least once every three years. This builds on the Employment (Allocation of Tips) Act 2023, which already required employers to pass tips to workers in full.

30 October 2026

• Sexual harassment prevention duty strengthened. The current requirement for employers to take “reasonable steps” to prevent sexual harassment becomes a duty to take “all reasonable steps.” That single word changes the legal threshold substantially. Employers must show they have done everything reasonably possible, not just something reasonable.
• Third-party harassment liability introduced. Employers become liable for harassment of their employees by third parties, such as customers, clients, or contractors, if they have not taken all reasonable steps to prevent it. This affects every client-facing business.
• Trade union workplace access rights expand. Unions, including those not recognised by the employer, gain new rights to request digital and physical access to workplaces. Employers with fewer than 21 workers are exempt from these access provisions.
• Written statement on union rights. Employers must give workers a standalone written statement about their right to join a trade union. This must be separate from the section 1 statement of employment particulars.

The shift from 1 October to 30 October for harassment measures gives employers an extra month to prepare. Use it. Review your anti-harassment policies, train managers and client-facing staff, and document the steps you take. “All reasonable steps” demands evidence, not good intentions.

January 2027: The Biggest Shift Yet

The most consequential changes arrive on 1 January 2027. These will reshape how you hire, manage probation, and handle dismissals.

Unfair dismissal qualifying period drops to six months

The qualifying period for ordinary unfair dismissal claims falls from two years to six months. Any employee with at least six months’ service by 1 January 2027 gains unfair dismissal protection. This applies to staff engaged before that date too, not just new hires after January 2027.

For many small businesses, this is the single most important change. A standard six-month probation period previously sat well within the two-year qualifying window. Now, probation and the qualifying period run in parallel. If you dismiss someone at the end of a six-month probation without a fair process, they can bring an unfair dismissal claim.

The legislation does not create a formal statutory probation period. However, the practical effect is the same. You need documented performance reviews, clear objectives, and a paper trail from the start. Informal “let’s see how it goes” approaches carry real legal risk from January 2027.

Unfair dismissal compensation cap removed

The statutory cap on unfair dismissal compensation is being removed from 1 January 2027. Under the current system, the compensatory award is capped at the lower of 52 weeks’ pay or £115,115 (2025/26 figure). From January 2027, that ceiling disappears entirely. Tribunal awards could be significantly higher, and the financial risk of getting a dismissal wrong increases dramatically. If you run a small business without deep pockets, robust dismissal procedures are no longer optional.

Fire and rehire protections

New protections for employees dismissed for refusing changes to their employment contracts take effect in January 2027. The government originally scheduled this for October 2026 but pushed it back. Dismissals connected to contract variations involving reductions in pay, holiday entitlement, pension contributions, or working hours will face much tighter scrutiny. In some cases, such dismissals may be automatically unfair.

Changes Still Coming in 2027: Dates to Watch

Several major reforms are expected later in 2027 but do not yet have confirmed dates. The government has stated that exact timing depends on ongoing consultations and secondary legislation.

• Zero-hours contract reforms. Workers on zero-hours and low-hours contracts will gain the right to guaranteed working hours based on a reference period. The government has consulted on the threshold for low-hours contracts, with options including various weekly hour bands. Implementation is expected during 2027.
• Pregnancy and maternity dismissal protections. Stronger protections against dismissal for pregnant workers and those returning from maternity leave will come into force in 2027.
• Flexible working consultation reforms. Regulations will set out a specific consultation process employers must follow before refusing any flexible working request. The detail is still being finalised through consultation.

These 2027 measures matter for women-led businesses and women in the workforce. Zero-hours contracts disproportionately affect women, and stronger maternity protections will change how employers approach workforce planning around family leave. If you want to get ahead of these changes and structure your business properly from the start, now is the time to review how your contracts and working patterns are set up.

Practical Steps to Prepare for Each Deadline

The employer timeline can feel overwhelming, but you can break it into manageable actions tied to each deadline.

Now (July 2026):

• Audit your current contracts and handbooks against the April 2026 changes. If SSP, paternity leave, or parental leave terms still reference old qualifying periods, update them immediately.
• Review your dismissal and probation procedures. With January 2027 approaching, every new hire from now should have documented objectives and review dates from day one.
• Check whether your business is affected by the tipping consultation changes arriving in October.

By 30 October 2026:

• Update your anti-harassment policy to reflect the “all reasonable steps” standard. Document your risk assessment, training schedule, and reporting procedures.
• Train managers on third-party harassment liability. If clients, customers, or contractors interact with your team, you need a plan.
• Prepare a standalone written statement about trade union rights for all workers.

By 1 January 2027:

• Overhaul your probation and dismissal procedures. Six months of documented performance management must become standard practice for every new hire.
• Review any planned contract variations. Fire-and-rehire tactics carry far greater legal and financial risk from this date.
• Budget for the removal of the unfair dismissal compensation cap. Consider whether your employer’s liability insurance covers the increased exposure.

This is not a single event. It is a rolling programme of reform that demands continuous attention through 2026 and well into 2027. Staying ahead of each deadline in the Employment Rights Act employer timeline protects your business, your team, and your reputation as a fair employer.

For more on how these changes affect working parents, read our guide to maternity leave rights. You can also explore how UK women are shaping the business landscape on our Women in Business: Key UK Facts page, or learn about building trust through flexible working in your team.