{"id":358992,"date":"2026-07-30T20:32:39","date_gmt":"2026-07-30T20:32:39","guid":{"rendered":"https:\/\/peraltafinancing.com\/apprentice\/employment-rights-act-timeline-2026-2027-every-confirmed-date\/"},"modified":"2026-07-30T20:32:39","modified_gmt":"2026-07-30T20:32:39","slug":"employment-rights-act-timeline-2026-2027-every-confirmed-date","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=358992","title":{"rendered":"Employment Rights Act Timeline 2026\u20132027: Every Confirmed Date"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n<p class=\"wp-block-paragraph\">This page is reviewed and updated as the Employment Rights Act\u2019s implementation schedule develops. <strong>Last verified: 23 July 2026.<\/strong><\/p>\n<p class=\"wp-block-paragraph\">The Employment Rights Act 2025\u00a0doesn\u2019t\u00a0take effect on a single date. It rolls out in phases across 2026 and 2027, and the schedule has already changed twice since the government\u2019s original roadmap was published in July 2025.\u00a0<\/p>\n<p class=\"wp-block-paragraph\">The\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">government has published a revised timetable<\/a>, confirming fire and rehire restrictions would take effect from January 2027. In July 2026, ministers confirmed more specific dates for several autumn\u00a0measures, and\u00a0separately withdrew the draft tipping code of practice just months before its planned implementation, before confirming on 16 July that reforms would instead come by the end of the year.\u00a0<\/p>\n<p class=\"wp-block-paragraph\">This page exists to keep track of it as it moves. It covers:\u00a0<\/p>\n<ul class=\"wp-block-list\">\n<li>The full month-by-month breakdown of every confirmed change\u00a0<\/li>\n<li>Which dates are locked in, and which are still subject to consultation or delay\u00a0<\/li>\n<li>How to use this timeline for your own compliance planning\u00a0<\/li>\n<\/ul>\n<p><h2 class=\"uagb-heading-text\"><strong><strong><strong><strong><strong>Quick-Reference Summary<\/strong>\u00a0<\/strong><\/strong><\/strong><\/strong><\/h2>\n<\/p>\n<figure class=\"wp-block-table\">\n<table class=\"has-fixed-layout\">\n<tbody>\n<tr>\n<td><strong>Date<\/strong><\/td>\n<td><strong>Change<\/strong><\/td>\n<\/tr>\n<tr>\n<td>18 Dec 2025<\/td>\n<td>Royal Assent; immediate repeal of minimum service levels for strikes<\/td>\n<\/tr>\n<tr>\n<td>18 Feb 2026<\/td>\n<td>Trade union reforms begin<\/td>\n<\/tr>\n<tr>\n<td>1 Apr 2026<\/td>\n<td>Certification Officer levy repealed; National Living Wage rises separately<\/td>\n<\/tr>\n<tr>\n<td>6 Apr 2026<\/td>\n<td>SSP day-one right, day-one family leave, protective award doubling<\/td>\n<\/tr>\n<tr>\n<td>7 Apr 2026<\/td>\n<td>Fair Work Agency established<\/td>\n<\/tr>\n<tr>\n<td>31 Aug 2026<\/td>\n<td>Electronic and workplace union balloting<\/td>\n<\/tr>\n<tr>\n<td>1 Oct 2026 (E&amp;W) \/ 9 Nov 2026 (Scot)<\/td>\n<td>Breach of contract claim time limits double<\/td>\n<\/tr>\n<tr>\n<td>30 Oct 2026<\/td>\n<td>Union access rights, \u201call reasonable steps\u201d harassment duty<\/td>\n<\/tr>\n<tr>\n<td><strong>Oct 2026 (date TBC)<\/strong><\/td>\n<td>Two-Tier Code, Fair Pay Agreement Negotiating Body regulations<\/td>\n<\/tr>\n<tr>\n<td><strong>End of 2026<\/strong><\/td>\n<td>Tipping law reforms (currently uncertain)<\/td>\n<\/tr>\n<tr>\n<td>1 Jan 2027<\/td>\n<td>Unfair dismissal 6-month qualifying period, cap removed, fire and rehire restricted<\/td>\n<\/tr>\n<tr>\n<td><strong>Sometime in 2027<\/strong><\/td>\n<td>Guaranteed hours, mandatory gender\/menopause plans, and more<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n<p><h2 class=\"uagb-heading-text\"><strong><strong><strong><strong><strong>The Full Month-by-Month Breakdown<\/strong>\u00a0<\/strong><\/strong><\/strong><\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\"><strong>18 December 2025\u00a0\u2013\u00a0Royal Assent<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">The Act became law on this date. One measure\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">took immediate effect<\/a>: the repeal of the Strikes (Minimum Service Levels) Act 2023, removing minimum service level requirements for strikes in essential public services.<\/p>\n<p class=\"wp-block-paragraph\"><strong>18 February 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Trade Union Reforms Begin<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">Per the\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">government\u2019s official timetable<\/a>, the bulk of the Trade Union Act 2016 is repealed, simplifying industrial action notices and ballot requirements, removing the 10-year ballot requirement for political funds, and introducing protections against dismissal for taking industrial action. Employees newly eligible for day-one\u00a0paternity leave\u00a0and unpaid parental leave can also give notice from this date.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>1 April 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Two Separate Things Land Together<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">The\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">levy that trade unions and employer associations pay to the Certification Officer is repealed<\/a>\u00a0<strong>\u2013<\/strong>\u00a0a genuine ERA measure. Separately, and not part of the Act itself, the\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/minimum-wage-rates-for-2026\" target=\"_blank\" rel=\"noreferrer noopener\">National Living Wage rises<\/a>\u00a04.1% to \u00a312.71\/hour (21+), with the 18\u201320 rate rising to \u00a310.85, the 16\u201317 and apprentice rate to \u00a38.00, and the accommodation offset to \u00a311.10.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>6 April 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0The Busiest Date on the Calendar<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">Confirmed by the\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">government<\/a>:\u00a0<\/p>\n<ul class=\"wp-block-list\">\n<li>Paternity leave\u00a0and unpaid parental leave become day-one rights\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Bereaved partners gain the right to up to\u00a0<a href=\"https:\/\/www.legislation.gov.uk\/uksi\/2026\/237\/made\" target=\"_blank\" rel=\"noreferrer noopener\">52 weeks\u00a0of paternity leave<\/a>\u00a0where the mother or primary adopter dies within the child\u2019s first year \u2013 technically a separate law, the Paternity Leave (Bereavement) Act 2024,\u00a0commencing\u00a0on the same date rather than an ERA provision itself\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Whistleblowing protection is strengthened for those reporting sexual harassment\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Voluntary gender equality and menopause action plans become available, alongside new menopause guidance\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>The trade union recognition process is simplified\u00a0<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\"><strong>7 April 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0The Fair Work Agency Is Established<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">The\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">Fair Work Agency is formally established<\/a>\u00a0on this date.\u00a0<a href=\"https:\/\/www.gov.uk\/government\/news\/new-agency-chair-appointed-to-crack-down-on-minimum-wage-underpayment-and-worker-exploitation\" target=\"_blank\" rel=\"noreferrer noopener\">Matthew Taylor CBE<\/a>, appointed chair in October\u00a02025,\u00a0takes up the role. Establishment and enforcement\u00a0aren\u2019t\u00a0the same thing here:\u00a0<a href=\"https:\/\/knowledge.dlapiper.com\/dlapiperknowledge\/globalemploymentlatestdevelopments\/2026\/revised-timeline-for-implementation-of-the-employment-rights-act-2025\" target=\"_blank\" rel=\"noreferrer noopener\">the Agency\u2019s actual enforcement powers begin on a date still to be confirmed<\/a>.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>31 August 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Electronic and Workplace Balloting<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">Statutory trade union ballots can now be conducted electronically or in the workplace, per\u00a0<a href=\"https:\/\/www.personneltoday.com\/hr\/ministers-set-specific-dates-for-2026-employment-rights-act-measures\/\" target=\"_blank\" rel=\"noreferrer noopener\">ministers\u2019 confirmed dates for 2026 measures<\/a>.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>1 October 2026 (England &amp; Wales) \/ 9 November 2026 (Scotland)\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Breach of Contract Claim Time Limits Double<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">This specific, dated split,\u00a0<a href=\"https:\/\/www.personneltoday.com\/hr\/ministers-set-specific-dates-for-2026-employment-rights-act-measures\/\" target=\"_blank\" rel=\"noreferrer noopener\">confirmed by ministers in July 2026<\/a>, applies to breach of contract claims. The broader extension of tribunal time limits, covering claims like unfair dismissal, is still officially dated only as \u201cno earlier than October 2026,\u201d with no confirmed country-specific split yet.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>30 October 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0The Second Busiest Date<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">Originally dated only to \u201cOctober 2026\u201d generally, <a href=\"https:\/\/www.personneltoday.com\/hr\/ministers-set-specific-dates-for-2026-employment-rights-act-measures\/\">these measures now have a confirmed specific date of 30 October<\/a>:<\/p>\n<ul class=\"wp-block-list\">\n<li>Employers must inform workers of their right to join a trade union\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Trade unions gain a strengthened right of access to workplaces\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Employers must take \u201call reasonable steps\u201d to prevent sexual harassment of employees\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Employers become liable for harassment of employees by third parties, such as customers or clients\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>A new regulation-making power is introduced, allowing ministers to later specify what counts as a \u201creasonable step\u201d for the harassment duty above\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>New rights and protections are introduced for trade union representatives\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Protections against detriments for taking industrial action are extended\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Unfair practices in the trade union recognition process are addressed\u00a0<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\"><strong>October 2026 (Unspecified Date Within the Month)<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">Ministers have also set these<\/a> for October 2026, without a specific day attached:\u00a0<\/p>\n<ul class=\"wp-block-list\">\n<li>The Two-Tier Code is reinstated for public sector outsourcing\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Regulations to\u00a0establish\u00a0the Fair Pay Agreement Adult Social Care Negotiating Body in England are brought forward\u00a0<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">Tipping law reforms are also listed under October 2026. Given the draft code of practice was\u00a0<a href=\"https:\/\/www.ukhospitality.org.uk\/urgent-tipping-clarity-needed-from-government\/\" target=\"_blank\" rel=\"noreferrer noopener\">withdrawn without explanation<\/a>, its October 2026 date is treated separately below rather than presented as still on track.<\/p>\n<p class=\"wp-block-paragraph\"><strong>End of 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Tipping Law Reforms (Uncertain)<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">The government\u2019s draft code of practice on tipping consultation was <a href=\"https:\/\/www.ukhospitality.org.uk\/urgent-tipping-clarity-needed-from-government\/\" data-type=\"link\" data-id=\"https:\/\/www.ukhospitality.org.uk\/urgent-tipping-clarity-needed-from-government\/\">withdrawn without explanation<\/a> after union criticism. On 16 July 2026, the government\u00a0<a href=\"https:\/\/www.morningadvertiser.co.uk\/Article\/2026\/07\/17\/whats-happening-with-the-new-tipping-legislation-delay-creates-uncertainty-for-hospitality-operators\/\" target=\"_blank\" rel=\"noreferrer noopener\">confirmed the reforms would instead be introduced \u201cby the end of the year\u201d<\/a>, rather than the original 1 October 2026 date. No further detail on the replacement code of practice has been announced as of this page\u2019s last check.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>December 2026\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Seafarers\u2019 Charter<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">The Mandatory Seafarers\u2019 Charter\u00a0commences\u00a0this month,\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">per the government\u2019s timetable<\/a>, though no specific date within the month has been set yet.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>1 January 2027\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0The Highest-Stakes Date<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">Ministers have set<\/a>:\u00a0<\/p>\n<ul class=\"wp-block-list\">\n<li>Unfair dismissal qualifying period falls from two years to six months, for dismissals from this date onward\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>The compensation cap is removed entirely\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Fire and rehire becomes automatically unfair in most circumstances\u00a0<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">One planning note, from\u00a0<a href=\"https:\/\/knowledge.dlapiper.com\/dlapiperknowledge\/globalemploymentlatestdevelopments\/2026\/revised-timeline-for-implementation-of-the-employment-rights-act-2025\" target=\"_blank\" rel=\"noreferrer noopener\">DLA Piper\u2019s own analysis<\/a>\u00a0rather than an official government-stated date: because the six-month rule applies by dismissal date rather than start date, anyone hired from\u00a0roughly the\u00a0end of June 2026 onward will already carry this protection once January arrives.\u00a0<\/p>\n<p class=\"wp-block-paragraph\"><strong>Sometime in 2027\u00a0<\/strong><strong>\u2013<\/strong><strong>\u00a0Remaining Reforms<\/strong>\u00a0<\/p>\n<p class=\"wp-block-paragraph\">Each of the following is confirmed for 2027, per the\u00a0<a href=\"https:\/\/www.gov.uk\/government\/publications\/implementing-the-plan-to-make-work-pay-and-employment-rights-act\/plan-to-make-work-pay-and-employment-rights-act-timeline-update\" target=\"_blank\" rel=\"noreferrer noopener\">official schedule<\/a>, but still dependent on consultation for an exact date:\u00a0<\/p>\n<ul class=\"wp-block-list\">\n<li>Mandatory gender equality and menopause action plans (large employers)\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Enhanced dismissal protection for pregnant women and new mothers\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Statutory bereavement leave, including for pregnancy loss\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Guaranteed hours and reasonable notice rights for zero- and low-hours workers\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Regulation of umbrella companies\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>New restrictions on NDA misuse in harassment and discrimination cases\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Electronic balloting extended to union recognition and derecognition votes\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Extended blacklisting protections\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>A new collective redundancy consultation threshold\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Flexible working reforms\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Wider industrial relations framework changes\u00a0<\/li>\n<\/ul>\n<p><h2 class=\"uagb-heading-text\"><strong><strong><strong><strong><strong>What\u2019s Still Unconfirmed or Subject to Change<\/strong>\u00a0<\/strong><\/strong><\/strong><\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">Most of the dates above are locked in. A few genuinely\u00a0aren\u2019t.\u00a0<\/p>\n<p class=\"wp-block-paragraph\">Tipping law reforms are the clearest live example right now. The code of practice was withdrawn without explanation, and while the government has since indicated reforms will come by the end of 2026, no further detail has been announced. The entire \u2018sometime in 2027\u2019 tranche carries real uncertainty too, since\u00a0each item depends on a consultation\u00a0that\u2019s\u00a0still open or still being\u00a0analysed. And the Fair Work Agency\u2019s enforcement\u00a0start\u00a0date remains pending, separate from its establishment date.\u00a0<\/p>\n<p class=\"wp-block-paragraph\">This\u00a0isn\u2019t\u00a0a criticism of the process. But it does mean a timeline like this one is only ever\u00a0accurate\u00a0as of the date it was last checked.\u00a0<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong><strong><strong><strong><strong>How to Use This Timeline<\/strong>\u00a0<\/strong><\/strong><\/strong><\/strong><\/h2>\n<\/p>\n<ul class=\"wp-block-list\">\n<li>Map it against your own HR and compliance calendar now, rather than waiting until a date is a few weeks away\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Assign an owner per cluster of dates, not the whole list to one person <strong>\u2013<\/strong> 6 April alone touches payroll, absence management, and family leave policy simultaneously\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Revisit this page quarterly, given how much the schedule has already shifted\u00a0<\/li>\n<\/ul>\n<ul class=\"wp-block-list\">\n<li>Treat \u201cend of 2026\u201d and \u201csometime in 2027\u201d dates as provisional in your own planning documents\u00a0<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">For full context behind any individual change, see our complete guide:\u00a0<em><a href=\"https:\/\/www.avadolearning.com\/blog\/employment-law-changes-2026\/\" data-type=\"link\" data-id=\"https:\/\/www.avadolearning.com\/blog\/employment-law-changes-2026\/\">Employment Law Changes 2026: HR Guidance on the Employment Rights Act 2025<\/a><\/em>\u00a0<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong>How Avado Can Help<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">At Avado, we help HR professionals stay ahead of employment law changes as they land, not just when\u00a0they\u2019re\u00a0announced. Our CIPD courses cover the Employment Rights Act in full, including how to build the compliance calendar this timeline\u00a0feeds into.<\/p>\n<p class=\"wp-block-paragraph\"><strong><strong><strong>Explore our <\/strong><\/strong><\/strong><a href=\"https:\/\/www.avadolearning.com\/cipd-hr-courses\/\" data-type=\"link\" data-id=\"https:\/\/www.avadolearning.com\/cipd-hr-courses\/\">CIPD courses<\/a> <strong><strong><strong>and make sure your\u00a0organisation\u00a0is never caught off guard by a compliance deadline!<\/strong>\u00a0<\/strong><\/strong><\/p>\n<\/p><\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>This page is reviewed and updated as the Employment Rights Act\u2019s implementation schedule develops. Last verified: 23 July 2026. The Employment Rights Act 2025\u00a0doesn\u2019t\u00a0take effect on a single date. It rolls out in phases across 2026 and 2027, and the schedule has already changed twice since the government\u2019s original roadmap was published in July 2025.\u00a0 [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":358993,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12039],"tags":[7622,15946,1355,18224,13922,13463],"dealstore":[],"offerexpiration":[],"class_list":["post-358992","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-apprentice","tag-act","tag-confirmed","tag-date","tag-employment","tag-rights","tag-timeline"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Employment Rights Act Timeline 2026\u20132027: Every Confirmed Date - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=358992\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Rights Act Timeline 2026\u20132027: Every Confirmed Date - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"This page is reviewed and updated as the Employment Rights Act\u2019s implementation schedule develops. Last verified: 23 July 2026. The Employment Rights Act 2025\u00a0doesn\u2019t\u00a0take effect on a single date. 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