The Employment Rights Bill received Royal Assent on 18 December 2025 and is now the Employment Rights Act 2025. This means all the anticipated changes discussed previously are now going to come in force at different stages over 2026 and 2027.
Changes from February 2026
The most imminent changes will take effect on 18 February 2026 regarding trade unions. This will include dismissal for taking part in industrial action becoming ‘automatically unfair,’ removing the current 12-week limit for claiming unfair dismissal.
Further changes include:
- Trade unions will need a simple majority to vote for industrial action
- The time needed to give notice of industrial action reduce from 14 days to ten days
- Industrial action and ballot notices being simplified
- Industrial action mandates will last for 12 months, previously six months, and
- Picket supervisors will no longer be required.
How can you be prepared for further changes over 2026 and 2027?
It is important to be prepared for the changes now. By putting good practices into place, you will be more than ready for when the changes take effect.
It is likely the changes will make employers more cautious when recruiting which may impact the pace of hiring. You should do thorough background checks and put in place structured assessment methods to mitigate any risks.
The people in your organisation that do the hiring need to be trained on fair recruitment processes, to ensure fairness and maintain compliance.
Get ahead of the curve
To get ahead of the curve, employers could consider voluntary initiatives such as menopause action plans and gender pay gaps as this will be introduced voluntarily in April 2026, coming into force in 2027.
Through modernising current working practices and reinforcing your company values, you can build a positive brand and make a stamp in the market as an inclusive employer.
We can assist with these impending changes by reviewing and updating your current policies, providing training to your employees and providing general advice.
This information is for guidance purposes only and does not constitute legal advice. We recommend you seek legal advice before acting on any information given.
