The Employment Rights Act 2025 is reshaping the working landscape for employers and people professionals, with changes rolling out through 2026 and into 2027.

The most recent came into effect on 1 October 2026, when the time limit for bringing most employment tribunal claims doubled from three months to six. Further changes are expected later this month, including stronger duties to prevent sexual harassment, new protections against third-party harassment, and developments in trade union rights and workplace access.

More is on the way. From January 2027, the qualifying period for ordinary unfair dismissal is due to fall from two years to six months. The compensatory award cap will be removed, and ‘fire and rehire’ practices will face significant restrictions.

For HR professionals, the key question isn’t just “Have we updated our policies?” It’s “Are our organisations and managers genuinely ready to work differently?”