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ERA 2025 compliance checklist

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ERA 2025 compliance checklist

Quick compliance checklist for employers to identify which Employment Rights Act 2025 changes affect their business and by when. Covers SSP, family leave, zero-hours, dismissal, harassment, and tribunal time limits.

Running Updated 2 November 2026

Employment Rights Act 2025: Quick compliance check

Use this checklist to identify which ERA 2025 changes affect your business and assess your readiness. The Act introduces significant employment reforms, with implementation phased through 2026 and 2027.

Time needed: 10 minutes to complete.

Take note

Multiple deadlines: Different provisions take effect at different times. Use this checklist to prioritise your compliance efforts.

April 2026 changes

These provisions took effect on 6 April 2026. Check that you have made the changes:

Statutory Sick Pay reforms

Payroll system updated to remove 3-day waiting period for SSP Payroll system updated to remove Lower Earnings Limit check Payroll system can calculate SSP at the flat rate or 80% of weekly earnings, whichever is lower Sickness absence policy updated for day-one SSP Budget impact assessed for increased SSP costs (optional)

Statutory Sick Pay changes from April 2026

Detailed guidance on SSP changes and payroll requirements

Family leave day-one rights

Paternity leave policy updated - 26-week service requirement removed Parental leave policy updated - 1-year service requirement removed HR systems updated to process day-one leave requests Managers briefed on new eligibility rules (optional)

Family leave day-one rights 2026

Checklist for implementing day-one paternity and parental leave

Trade union notification (from 1 January 2027)

Written statement template updated to include right to join a trade union New employee onboarding includes union membership notification

Fair Work Agency

Aware that the FWA launched on 7 April 2026 NMW compliance audited, as the FWA enforces it (optional) Holiday pay compliance reviewed (optional) SSP compliance reviewed (optional)
Zero-hours contract reforms (no start date yet)

These rights are not in force and the government has not set a start date. Check if you use zero-hours or low-hours contracts, and keep records of hours worked and shifts changed:

Audited all zero-hours and low-hours contracts Started tracking actual hours worked vs contracted hours Prepared process for making guaranteed hours offers (optional) Reviewed shift scheduling for notice requirements (optional) Prepared for shift cancellation compensation (optional)

Guv’s take

Do you use zero-hours contracts? If you do not use zero-hours or low-hours contracts, you can skip this section. However, consider whether any of your contracts might be classified as 'low-hours' where actual hours regularly exceed guaranteed hours.

Zero-hours contracts: new employer obligations

How to comply with guaranteed hours and shift notice requirements
October 2026 changes and fire and rehire

The longer tribunal time limits took effect on 1 October 2026, and the harassment duties took effect on 30 October 2026. The fire and rehire restrictions are expected in March 2027.

Fire and rehire restrictions (expected March 2027)

Reviewed any planned restructuring or terms changes Familiar with fire and rehire as automatically unfair dismissal Understand the limited financial difficulties exception ACAS Code of Practice on Dismissal and Re-engagement reviewed

Third-party harassment (from 30 October 2026)

Harassment policy updated to cover third-party harassment Risk assessment of third-party harassment risks completed 'All reasonable steps' to prevent harassment documented Staff training on third-party harassment planned or delivered (optional) Customer-facing signage about harassment in place (optional)

Tribunal time limits (from 1 October 2026)

Aware time limits extended from 3 months to 6 months for problems on or after 1 October 2026 Record retention policies reviewed for longer claim window Impact on settlement negotiations considered (optional)
January 2027 changes

These provisions take effect on 1 January 2027:

Unfair dismissal qualifying period

Aware qualifying period reduces from 2 years to 6 months Probation and dismissal procedures reviewed Impact on performance management during first 6 months assessed (optional) Managers trained on new unfair dismissal exposure (optional)

Take note

Major change: From January 2027, employees with just 6 months' service can claim unfair dismissal. The compensation cap is also removed. Review your dismissal procedures and ensure fair processes from day one.
Large employer requirements (250+ employees)

These apply to employers with 250+ employees (from April 2027):

Aware of mandatory gender pay gap action plan requirement Aware of mandatory menopause action plan requirement Action plans in development (voluntary from April 2026) (optional) Prepared for publication requirements (optional)

Guv’s take

Do you have 250+ employees? If not, you can skip this section. Action plans become mandatory from April 2027 but can be implemented voluntarily from April 2026.

Results and next steps

Any unchecked items?

If you have unchecked items above, prioritise action based on deadlines:

Immediate priority: items already in force from April and October 2026 (SSP, day-one rights, FWA, tribunal time limits, harassment duties)
Next: January 2027 items (unfair dismissal qualifying period and the trade union notice)
Later: fire and rehire from March 2027 and action plans from April 2027

Employment Rights Act 2025: what employers need to know

Complete overview of all ERA 2025 changes and implementation timeline

ERA 2025 comprehensive guide

45-60 minute walkthrough of all reforms (learning path)

Northern Ireland

A separate employment law regime

Employment law is devolved. The employment provisions of the Employment Rights Act 2025 mostly extend to Great Britain, so they do not apply to staff you employ here.

You must follow the employment law set by the Northern Ireland Assembly.

NI Direct employment information (opens in a new tab)

Useful resources

acas.org.uk

ACAS guidance on ERA 2025 (opens in a new tab)

Official ACAS guidance on Employment Rights Act 2025

gov.uk

Gov.uk Make Work Pay (opens in a new tab)

Government collection of Make Work Pay guidance

legislation.gov.uk

Employment Rights Act 2025 (legislation) (opens in a new tab)

Full text of the Act

Ask Guv

Not sure which parts apply to you?

Describe your situation in plain English and Guv filters this journey to the rules that actually bind your business.

Ask Guv

This journey

1April 2026 changes
2Zero-hours contract reforms (no start date …
3October 2026 changes and fire and …
4January 2027 changes
5Large employer requirements (250+ employees)

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Start importing goods to the UK

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Transfer ownership of your business

Plan and execute business succession - family transfers, management buyouts, partner buyouts, or employee ownership

ERA 2025 compliance checklist

Employment Rights Act 2025: Quick compliance check

April 2026 changes

Statutory Sick Pay reforms

Family leave day-one rights

Trade union notification (from 1 January 2027)

Fair Work Agency

Zero-hours contract reforms (no start date yet)

October 2026 changes and fire and rehire

Fire and rehire restrictions (expected March 2027)

Third-party harassment (from 30 October 2026)

Tribunal time limits (from 1 October 2026)

January 2027 changes

Unfair dismissal qualifying period

Large employer requirements (250+ employees)

Results and next steps

Any unchecked items?

Useful resources

Next steps

Growing your business

Start importing goods to the UK

Transfer ownership of your business

Related journeys

Understanding the Employment Rights Act 2025

Hiring your first employee after April 2026

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