The Employment Rights Act changes, explained plainly
Updated August 2026
The Employment Rights Act rollout has landed in stages through 2026 rather than all at once, and it's easy to lose track of which right started when. Here's the practical version, dated, from the employee's side.
The dates that matter
| Date | What changed |
|---|---|
| 6 April 2026 | Day-one paternity and parental leave rights became available from the first day of employment, rather than after a qualifying period. |
| 1 December 2025 | Acas early conciliation window extended from 6 to 12 weeks. |
| 1 October 2026 | Tribunal claim time limit extends from 3 months to 6 months, but only for acts occurring on or after this date. |
| Staggered, check current status | Unfair dismissal protection moves to a 6-month qualifying period (down from 2 years), replacing the originally proposed day-one right. |
The unfair dismissal change is not what was first announced
Early coverage of the Employment Rights Bill described day-one unfair dismissal protection, meaning no qualifying period at all. What actually passed into the Employment Rights Act 2025 is a reduction of the qualifying period to 6 months, a real strengthening from the previous 2-year threshold but not the full day-one right originally floated. If you're relying on older articles for this specific point, they're describing an earlier draft, not the final Act.
The Act received royal assent on 18 December 2025, but different provisions commence on different dates rather than all at once, and we couldn't independently confirm the exact commencement date for this specific qualifying-period change at the time of writing. Check the current status on gov.uk or with Acas before relying on it for your own situation.
Why this matters for your own timeline
If something happens at work now, in the second half of 2026, the tribunal deadline that applies depends on exactly which side of 1 October your situation falls, and if you're facing a dismissal question, whether it happened before or after 1 January 2027 changes what protection you have at all. Use the deadline calculator to work out your specific filing window once you know your dates.
What hasn't changed
Statutory redundancy pay calculations, the basic unfair dismissal compensation structure, and discrimination protections under the Equality Act remain on their existing framework. This rollout adds and adjusts specific rights and timing; it isn't a wholesale rewrite of employment law.
This is a general summary of publicly announced dates and changes, not legal advice. Implementation details can shift before each date takes effect; confirm anything time-sensitive with Acas or a solicitor.