Employment Alert – Employment Rights Act 2025 – Updated Timeline
What’s happening?
After a protracted period of parliamentary ping-pong, the Employment Rights Bill was finally passed on 16 December 2025 and is now the Employment Rights Act 2025 (ERA).
On 3 February 2026, the Government published a revised timetable for rolling out key reforms under the ERA. The key changes are as follows:
| Change | Revised date of Implementation |
| Fire and Rehire Provisions | January 2027 |
| Employment Tribunal Time Limit Extensions | No earlier than October 2026 |
| Electronic & Workplace Balloting for Trade Unions | No earlier than August 2026 |
| Unfair Dismissal Reforms | January 2027 |
| Fair Work Agency | Will be formally established on 7 April 2026 |
Why is this important?
The implementation timetable provides updated information as to when the various reforms under the Employment Rights Act 2025 are expected to take effect. This clarity is essential for employers, who have been awaiting confirmation following the Government’s decision to revise the original July 2025 roadmap.
The ERA amounts to the most significant overhaul of UK employment law in more than a decade, affecting dismissal rules, statutory rights, industrial relations frameworks, enforcement mechanisms, and tribunal litigation dynamics. The confirmation of a firm 7 April 2026 establishment date for the Fair Work Agency further signals a substantial shift towards more coordinated enforcement.
What should you do?
Stay Tuned: These reforms are being introduced in phased stages with several measures still subject to ongoing consultation. On 24 March 2026, Trethowans will be providing a complimentary, practical webinar on the Act, designed for HR professionals, owner-managers and anyone responsible for people issues. Please find more information and details on how to register by clicking on the link below:
Webinar | Understanding the New Employment Rights Act – What Employers Need to Do – Trethowans
Prepare: Review your current employment policies and procedures and consider the financial and operational impact of the new obligations.
Take Advice: If you require advice on how these changes may affect your business or would like support preparing for implementation, please contact [email protected] who can put you in touch with one of our specialist employment lawyers.
All comments and information were accurate at the time of publication and may not reflect current developments. They should not be relied upon without seeking appropriate professional advice.
