3RD AUGUST 2026
EMPLOYMENT RIGHTS ACT - IMPLEMENTATION TIMELINE UPDATED
3RD AUGUST 2026
EMPLOYMENT RIGHTS ACT - IMPLEMENTATION TIMELINE UPDATED
3RD AUGUST 2026
EMPLOYMENT RIGHTS ACT - IMPLEMENTATION TIMELINE UPDATED
We have promised to keep you up to date with the Employment Rights Bill and the legislative changes that are coming into force and here’s a further update.
The Government has confirmed a revised timetable for the remaining Employment Rights Act 2025 reforms, giving employers greater clarity on when some of the most significant changes will take effect over the next 18 months.
We have promised to keep you up to date with the Employment Rights Bill and the legislative changes that are coming into force and here’s a further update.
The Government has confirmed a revised timetable for the remaining Employment Rights Act 2025 reforms, giving employers greater clarity on when some of the most significant changes will take effect over the next 18 months.
We have promised to keep you up to date with the Employment Rights Bill and the legislative changes that are coming into force and here’s a further update.
The Government has confirmed a revised timetable for the remaining Employment Rights Act 2025 reforms, giving employers greater clarity on when some of the most significant changes will take effect over the next 18 months.
KEY DATES TO BE AWARE OF
31st August 2026
31st August 2026 New rules will allow greater use of electronic and workplace voting in certain statutory trade union ballots. While this is unlikely to affect most smaller employers, organisations with recognised trade unions should be aware of the changes.
1st October 2026
The time limit for bringing most Employment Tribunal claims will double from three months to six months, giving employees a longer period in which to pursue claims.
Major changes arriving on 30th October 2026
The Government has also confirmed the implementation date for a number of important trade union and workplace harassment reforms.
Trade Union reforms
A number of new trade union rights will come into force, including:
- Employers will be required to make workers aware of their legal right to join a trade union.
- Trade unions will have stronger rights to access workplaces to speak with employees and recruit members.
- The process for a trade union becoming recognised (or no longer recognised) by an employer will change, with additional legal protections introduced during the process.
- Trade union representatives will receive enhanced legal rights and protections when carrying out their role.
- Employees who take part in lawful industrial action, such as official strike action, will receive greater protection from unfair treatment.
We await further information.
Sexual Harassment
Employers’ responsibilities will also increase, with new duties requiring organisations to:
- Take all reasonable steps to prevent sexual harassment in the workplace.
- Protect employees from harassment by third parties, such as customers, clients or contractors.
- Prepare for further Government guidance, with additional regulations expected in the future setting out the specific preventative measures employers will be required to take.
Hospitality – tipping reforms delayed
One notable change has been pushed back. The planned strengthening of tipping legislation, originally expected in October 2026, is now scheduled to come into force by the end of 2026.
KEY DATES TO BE AWARE OF
31st August 2026
31st August 2026 New rules will allow greater use of electronic and workplace voting in certain statutory trade union ballots. While this is unlikely to affect most smaller employers, organisations with recognised trade unions should be aware of the changes.
1st October 2026
The time limit for bringing most Employment Tribunal claims will double from three months to six months, giving employees a longer period in which to pursue claims.
Major changes arriving on 30th October 2026
The Government has also confirmed the implementation date for a number of important trade union and workplace harassment reforms.
Trade Union reforms
A number of new trade union rights will come into force, including:
- Employers will be required to make workers aware of their legal right to join a trade union.
- Trade unions will have stronger rights to access workplaces to speak with employees and recruit members.
- The process for a trade union becoming recognised (or no longer recognised) by an employer will change, with additional legal protections introduced during the process.
- Trade union representatives will receive enhanced legal rights and protections when carrying out their role.
- Employees who take part in lawful industrial action, such as official strike action, will receive greater protection from unfair treatment.
We await further information.
Sexual Harassment
Employers’ responsibilities will also increase, with new duties requiring organisations to:
- Take all reasonable steps to prevent sexual harassment in the workplace.
- Protect employees from harassment by third parties, such as customers, clients or contractors.
- Prepare for further Government guidance, with additional regulations expected in the future setting out the specific preventative measures employers will be required to take.
Hospitality – tipping reforms delayed
One notable change has been pushed back. The planned strengthening of tipping legislation, originally expected in October 2026, is now scheduled to come into force by the end of 2026.
KEY DATES TO BE AWARE OF
31st August 2026
31st August 2026 New rules will allow greater use of electronic and workplace voting in certain statutory trade union ballots. While this is unlikely to affect most smaller employers, organisations with recognised trade unions should be aware of the changes.
1st October 2026
The time limit for bringing most Employment Tribunal claims will double from three months to six months, giving employees a longer period in which to pursue claims.
Major changes arriving on 30th October 2026
The Government has also confirmed the implementation date for a number of important trade union and workplace harassment reforms.
Trade Union reforms
A number of new trade union rights will come into force, including:
- Employers will be required to make workers aware of their legal right to join a trade union.
- Trade unions will have stronger rights to access workplaces to speak with employees and recruit members.
- The process for a trade union becoming recognised (or no longer recognised) by an employer will change, with additional legal protections introduced during the process.
- Trade union representatives will receive enhanced legal rights and protections when carrying out their role.
- Employees who take part in lawful industrial action, such as official strike action, will receive greater protection from unfair treatment.
We await further information.
Sexual Harassment
Employers’ responsibilities will also increase, with new duties requiring organisations to:
- Take all reasonable steps to prevent sexual harassment in the workplace.
- Protect employees from harassment by third parties, such as customers, clients or contractors.
- Prepare for further Government guidance, with additional regulations expected in the future setting out the specific preventative measures employers will be required to take.
Hospitality – tipping reforms delayed
One notable change has been pushed back. The planned strengthening of tipping legislation, originally expected in October 2026, is now scheduled to come into force by the end of 2026.
WHAT DOES THIS MEAN FOR EMPLOYERS?
Although many of these changes are still several months away, now is the ideal time to begin reviewing your policies, procedures and manager training. In particular, employers should start considering whether their current approach to preventing workplace harassment would demonstrate that they have taken “all reasonable steps” if challenged.
As always, we’ll continue to keep you updated as further guidance and implementation dates are announced, helping you stay compliant and prepared.
WHAT DOES THIS MEAN FOR EMPLOYERS?
Although many of these changes are still several months away, now is the ideal time to begin reviewing your policies, procedures and manager training. In particular, employers should start considering whether their current approach to preventing workplace harassment would demonstrate that they have taken “all reasonable steps” if challenged.
As always, we’ll continue to keep you updated as further guidance and implementation dates are announced, helping you stay compliant and prepared.
WHAT DOES THIS MEAN FOR EMPLOYERS?
Although many of these changes are still several months away, now is the ideal time to begin reviewing your policies, procedures and manager training. In particular, employers should start considering whether their current approach to preventing workplace harassment would demonstrate that they have taken “all reasonable steps” if challenged.
As always, we’ll continue to keep you updated as further guidance and implementation dates are announced, helping you stay compliant and prepared.
JUST A NUDGE...
Have you changed your probation periods for new starters so that you are not caught out in January 2027 when employment rights become effective at 6 months and not two years? You will need to change your contract templates and any related policies. As well as reviewing your probation review processes and ensure you have everything prepared.
Book a 15-minute ‘Proactive HR’ call with our expert team today, and let’s ensure your workplace is fully protected.
JUST A NUDGE...
Have you changed your probation periods for new starters so that you are not caught out in January 2027 when employment rights become effective at 6 months and not two years? You will need to change your contract templates and any related policies. As well as reviewing your probation review processes and ensure you have everything prepared.
Book a 15-minute ‘Proactive HR’ call with our expert team today, and let’s ensure your workplace is fully protected.
JUST A NUDGE...
Have you changed your probation periods for new starters so that you are not caught out in January 2027 when employment rights become effective at 6 months and not two years? You will need to change your contract templates and any related policies. As well as reviewing your probation review processes and ensure you have everything prepared.
Book a 15-minute ‘Proactive HR’ call with our expert team today, and let’s ensure your workplace is fully protected.
