Employment Rights Act 2025

From autumn 2027, the Employment Rights Act 2025 will introduce stronger flexible working rules - but no extra penalties.

The Employment Rights Act 2025, s. 58 requires employers to provide workers with a written statement of their right to join a trade union. Originally scheduled to be in force in October 2026, this has been put back to a January 2027 operative date.

From April 2027, a new statutory Day 1 right to unpaid bereavement leave will be introduced for employees who experience the loss of a loved one, including pregnancy loss before 24 weeks.

From 30^th October 2026, the Employment Rights Act 2025 provides for stronger laws against sexual harassment.

The Department for Business and Trade has updated its implementation timetable for when various parts of the Employment Rights Act 2025 will be implemented.

The Employment Rights Act 2025 will, from 1 October 2026, extend time limits for bringing tribunal claims from three to six months.

Any ‘detriment’ suffered by striking workers will be prohibited under reforms in the Employment Rights Act 2025.

Legislation will enable electronic, hybrid and, in some circumstances, workplace voting for a range of statutory trade union ballots, including industrial action ballots.

The government is consulting on regulations needed to implement the zero and low hours measures in the Employment Rights Act 2025.

The Employment Rights Act 2025 provides that any agreement preventing a worker from making allegations or disclosures about harassment or discrimination, including disclosures about the employer's response to such allegations, will be void.