January 2027
Unfair dismissal protection from 6 months
The qualifying period drops from 2 years to 6 months. The cap on compensatory awards is removed. Expect more tribunal claims — get probation processes watertight.
Implementation timeline
Every change. Every date. One scroll.
A working timetable based on the current Government roadmap. Several measures are still subject to consultation — we'll keep this updated as detail lands.
Royal Assent — 18 December 2025
Already in force
- Industrial action notice cut to 10 days; mandates last 12 months; 40% support threshold removed
- Minimum service level rules for strikes removed
- Dismissal for industrial action is automatically unfair (from 18 Feb 2026)
- Trade union notice periods, ballot rules and mandates simplified
First major package of changes
April 2026
- Paternity & unpaid parental leave become day-one rights
- Statutory Sick Pay payable from day 1; lower earnings limit removed
- Collective redundancy protective award doubled to 180 days
- Sexual harassment becomes a 'qualifying disclosure' for whistleblowing
- Voluntary gender pay gap & menopause action plans launched
- Mandatory holiday records (6-year retention)
- Fair Work Agency goes live (7 April 2026)
- Trade union recognition process simplified
Trade union ballot modernisation — in force
August 2026
- Electronic and in-person voting permitted in statutory ballots, where employer and union agree (25 August 2026)
Harassment, tribunals & tipping (October–December 2026)
October 2026
- Tribunal time limits extended to 6 months (in force from 1 October 2026)
- Third-party harassment liability and 'all reasonable steps' duty for sexual harassment (30 October 2026)
- Trade union access rights, recognition code and rep facility time updated (30 October 2026)
- Breach of contract claim time limits in Scotland extended to 6 months (9 November 2026)
- New tipping policy consultation requirement (by end of 2026)
The big day-one(ish) rights
January 2027
- Unfair dismissal protection from 6 months service
- Cap on compensatory award for unfair dismissal removed
- 'Fire and rehire' becomes automatically unfair in most cases
- Duty to inform workers of their right to join a trade union
Zero-hours, flexible working & equality
Later 2027
- Guaranteed hours, reasonable shift notice and cancelled-shift pay for zero/low-hours workers
- Stronger pregnancy & maternity dismissal protection
- Flexible working refusals must cite 1 of 8 statutory reasons
- NDAs covering harassment or discrimination voided
- Mandatory gender pay gap & menopause action plans (250+ workers)
- Wider collective redundancy trigger (org-wide totals)
- New right to unpaid bereavement leave
- Umbrella companies brought into agency regulation
All key changes
High impact Medium Watch
January 2027
Fire and rehire becomes automatically unfair
Dismissing and re-engaging someone on worse terms will, in most cases, be automatically unfair. A new statutory code of practice will follow.
April 2026
Day-one paternity and parental leave
Paternity leave and unpaid parental leave became day-one rights. The restriction on taking paternity leave after shared parental leave was removed.
April 2026
Statutory Sick Pay from day one
SSP is now paid from the first day of illness, and the lower earnings limit has been removed — meaning more workers qualify and absence costs rise.
April 2026
Collective redundancy award doubled
The protective award for failure to consult in collective redundancy increased from 90 to 180 days' pay — and consultation triggers will widen across the whole organisation in 2027.
April 2026
Mandatory holiday records
Employers must record leave taken, carried over, holiday pay and payments in lieu — and keep records for at least 6 years.
October 2026
Third-party harassment liability
From 30 October 2026, employers will be liable for harassment by customers, clients or contractors unless they've taken 'all reasonable steps' to prevent it.
Already in force
Tribunal time limits doubled
Since 1 October 2026, time limits for bringing tribunal claims have doubled from 3 to 6 months — meaning more claims and longer exposure windows.
October 2026
Tipping policy consultation
By the end of 2026, employers must consult workers (or their reps) before creating or reviewing a tipping policy, share a summary of feedback, and review it at least every 3 years.
Later 2027
Zero-hours and low-hours rights
Workers gain the right to guaranteed hours reflecting those regularly worked, plus reasonable notice of shifts and payment for cancelled or curtailed shifts.
Later 2027
Stronger pregnancy & maternity protections
Enhanced protection against dismissal during pregnancy and the return-to-work period.
Later 2027
Flexible working refusals justified
Employers refusing a flexible working request must rely on one of 8 statutory reasons and explain why the refusal is reasonable.
Later 2027
Unpaid bereavement leave
A new statutory right to unpaid bereavement leave will be introduced.
Later 2027
NDAs voided for harassment & discrimination
Clauses preventing workers from disclosing work-related harassment or discrimination will be void.
Later 2027
Mandatory gender pay gap & menopause plans
Voluntary action plans introduced in 2026 become mandatory for employers with 250+ workers.
Already in force
Industrial action protections expanded
Dismissal for industrial action is automatically unfair; the 12-week limit removed; ballot mandates last 12 months; e-balloting on the way.
April 2026
Fair Work Agency established
A new single enforcement body covers holiday pay, SSP, minimum wage and more — expect a more active inspectorate.
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