Employment Rights Act 2025: harassment law changes and updated implementation timetable

In our last HR Moments podcast, Dan Fawcett and Hilary du Randt explored what's changing under the Employment Rights Act 2025, ahead of new harassment laws coming into force in October. The Government has now published an updated implementation timeline, confirming that the duty to take "all reasonable steps" to prevent sexual harassment and the new liability for third-party harassment will come into force on 30 October. If you would like a reminder of what is changing and how you can prepare, you can listen to the podcast here, or below:

The updated timetable sets out when a number of the remaining significant reforms under the Act will take effect.

The key dates for employers to be aware of include:

• 1 October 2026 – increased time limits for bringing most employment tribunal claims (six months instead of three months)
• 30 October 2026 – the harassment changes outlined above, together with a new duty to inform workers of their right to join a trade union and a new right for unions to access workplaces
• By the end of 2026 – new provisions to strengthen the law on tipping
• 1 January 2027 – a reduction of the unfair dismissal qualifying period to six months and abolition of the cap on the compensatory award for unfair dismissal
• January 2027 - new protections relating to fire and rehire
• 2027 - further reforms will come into force next year, including:
  • Changes to the collective consultation threshold
  • Flexible working reforms
  • A right to guaranteed hours, reasonable notice of shifts and short notice payments
  • Mandatory action plans on gender equality and menopause support
  • Bereavement leave, including pregnancy loss
  • Enhanced protections for pregnant workers and new mothers
  • Restrictions on non-disclosure agreements in discrimination and harassment cases.

Employers need to start preparing for the changes now. If you have any queries on the new provisions or what they mean for your organisation, please get in touch with your usual contact in the Employment team.