Employment law changes, by date
The Employment Rights Act 2025 changes what every small employer has to get right. Here are the changes that matter to employers in England, Scotland and Wales, by date, with a guide to what to do for each of the main ones.
Checked against the law on 8 October 2026. Where a date isn’t set yet, we say so.
Already in force
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1 April 2026
In forceNew minimum wage rates
£12.71 an hour from age 21, £10.85 at 18 to 20, and £8.00 for under-18s and for apprentices under 19 or in their first year. Rates change on 1 April each year, so new rates start on 1 April 2027.
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6 April 2026
In forceStatutory Sick Pay from day one
Paid from the first day off sick, for every employee whatever they earn: £123.25 a week, or 80% of their average weekly earnings if that’s less.
What it means for you: sick pay from day one -
6 April 2026
In forceHoliday records kept for 6 years
Holiday taken and carried over, holiday pay and pay in lieu. If you can’t show your records, it can be a criminal offence.
What it means for you: holiday records -
6 April 2026
In forcePaternity leave and unpaid parental leave from day one
Employees no longer need a minimum length of service before they can take either kind of leave.
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6 April 2026
In forceReporting sexual harassment can count as whistleblowing
Staff who report sexual harassment can be protected as whistleblowers, so they mustn’t be treated unfairly or dismissed for reporting it.
What it means for you: preventing sexual harassment -
1 October 2026
In forceRight-to-work checks for workers and subcontractors
Checks now cover workers and individual subcontractors you take on, not just employees. Fines go up to £60,000 per illegal worker.
What it means for you: right-to-work checks -
1 October 2026
In force6 months to bring most tribunal claims
Staff now have 6 months, not 3, to bring most employment tribunal claims, so claims can arrive later.
What it means for you: tribunal time limits
From 30 October 2026
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30 October 2026
Date setAll reasonable steps to prevent sexual harassment
You must take all reasonable steps to prevent sexual harassment, and you’re liable when customers, clients or contractors harass your staff, unless you took all reasonable steps.
What it means for you: the harassment duty -
9 November 2026
Date set6 months for breach of contract claims in Scotland
The 6-month time limit extends to breach of contract claims in Scotland.
What it means for you: time limits in Scotland -
By the end of 2026
ExpectedConsulting staff on tips
Employers must consult staff before writing or reviewing a tipping policy. Date to be set.
From 1 January 2027
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1 January 2027
Date setUnfair dismissal claims after 6 months, not 2 years
Employees with 6 months’ service can claim unfair dismissal and can ask for written reasons for their dismissal. Time already worked counts.
What it means for you: unfair dismissal after 6 months -
1 January 2027
Date setNo cap on unfair dismissal compensation
There’s no longer an upper limit on what a tribunal can award for an unfair dismissal.
What it means for you: no cap on compensation -
1 January 2027
Date setThe trade union statement for new starters
Give every new starter the government’s statement on their right to join a trade union, with their written statement of terms.
What it means for you: the trade union statement -
January 2027
ExpectedFire and rehire
Dismissing someone because they won’t accept a change to their pay, hours, leave or pension becomes automatically unfair, unless the business is in serious financial difficulty.
What it means for you: fire and rehire
Later in 2027
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5 April 2027
Date setThe trade union statement for existing staff
Staff already with you need the statement by 5 April 2027. After that, give it again, or a reminder of where to find it, by 5 April each year.
What it means for you: the statement for existing staff -
6 April 2027
Date setBenefits through payroll
Company cars, car and van fuel, vans and private medical cover must be reported through payroll.
What it means for you: benefits through payroll -
April 2027
ExpectedBereavement leave
Up to 2 weeks’ unpaid bereavement leave from day one, including for pregnancy loss before 24 weeks.
What it means for you: bereavement leave -
April 2027 at the earliest
ExpectedHoliday pay enforcement
The Fair Work Agency, set up on 7 April 2026, starts enforcing holiday pay.
What it means for you: holiday pay enforcement -
Autumn 2027
ExpectedA new test for flexible working
You can only refuse a flexible working request where that’s reasonable, on one of the set business grounds.
What it means for you: flexible working -
Date to be set
ExpectedZero-hours and low-hours staff
Guaranteed hours, notice of shifts and pay for shifts cancelled at short notice.
What it means for you: zero-hours and low-hours staff -
Date to be set
ExpectedPregnant women and new mothers
Stronger protection from dismissal during pregnancy, maternity leave and after they return to work.
What it means for you: protection for pregnant women and new mothers
“Date set” means the government has confirmed the date. “Expected” means the date is approximate or not set yet, and could change.
How Maravier keeps you up to date
Maravier updates your contracts, policies and processes for each change, and tells you what to do before it lands.
- Every week, we check new legislation, the government’s timeline, Acas, the Equality and Human Rights Commission, the Information Commission, HMRC and The Pensions Regulator, plus updates from our employment solicitor.
- Your HR expert works out what each change touches, from contracts and policies to pay sums, and which businesses it affects, by nation, industry and size.
- Our employment solicitor will sign off the new wording. Your documents update before the change starts, and rates like the minimum wage and sick pay switch on the day they change.
- The app tells you what’s changing, what it means for your business and what to do by when. We email you too, straight away when something’s urgent.
- Where staff need to sign an updated document, we send it out and chase until everyone has.
- Mirith, our assistant, answers from the new rules from the day they start. It never changes its own answers: each change is checked and signed off first.
How we keep your contracts and policies up to date
These pages are general information, not legal advice. Before you act on a change, check how it applies to your business and your staff.
From 1 January 2027
Unfair dismissal after 6 months
Staff with 6 months’ service can claim unfair dismissal, and there’s no cap on compensation.
What it means for you
- Dan’s probation review is due by Tue 4 May
- Your contracts are already updated
From 30 October 2026
Harassment by customers
2 staff still to finish their training. We’ve sent reminders.
All names are made up for the demo.
Sources
- Employment Rights Act 2025, Acas
- Plan to Make Work Pay and Employment Rights Act: timeline update, gov.uk
- National Minimum Wage and National Living Wage rates, gov.uk
- Fair Work Agency, business.gov.uk
Checked against the law on 8 October 2026. General information, not legal advice.
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The 10 things every employer in England, Scotland and Wales should have in place, on 2 pages. Emailed to you, free.
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