Significant Employment Rights Act 2025 (ERA 2025) reforms come into force in October 2026, which will require preparation by all employers. Chief amongst the changes are the introduction of a new trade union right of access, which will apply to all workplaces and not just those with a recognised trade union, and the strengthening of the duty to prevent sexual harassment in the workplace.

Other substantial changes also take effect in October:

• Employers will have a new duty to inform workers of their right to join a trade union.
• There will be new protection against detriment for taking part in industrial action.
• Trade union representatives will gain new rights and protections.
• Employers will become potentially liable for harassment of their employees by third parties.
• The time limit to bring most employment tribunal claims will increase to six months.

Our horizon scan table sets out an overview of the key changes in the pipeline. Our analysis captures the key details, timing and suggested action points. It is set out by implementation date so you can easily see what should be next on your to-do list.

The ERA 2025's provisions will apply in England, Scotland and Wales. The Northern Ireland Assembly is undertaking a separate programme to reform the employment law that applies in Northern Ireland.

Read the full analysis.

On our blog, we will continue to provide updates and practical guidance on how best to navigate these changes.

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