Employment reform isn’t slowing, it’s shifting. The latest changes to the Employment Rights Act show a landscape still in motion, and employers can have their say.
Published: 18 February 2026
Author: Jessica Pearson
The Government has now published updated timelines for implementing the reforms under the Employment Rights Act 2025, and several measures have been pushed further into 2027. While many of the core changes are still scheduled for phased introduction throughout 2026, a number of high‑impact reforms, such as restrictions on fire and rehire and parts of the new flexible working framework, have been delayed from late 2026 into early 2027.
Other elements originally expected sooner, for example electronic and workplace balloting for statutory trade union ballots, have also been pushed back to August 2026, with subsequent phases running into 2027. Meanwhile, some reforms have been brought forward, including the enabling power on ‘reasonable steps’ to prevent sexual harassment, now due in October 2026.
The Government has also launched five consultations this month to help shape the detail of these changes, reflecting its emphasis on extensive engagement before finalising the new regime. These consultations address several areas where implementation detail is still evolving, including flexible working, trade union processes, and workplace protections.
You can explore the consultations below and contribute your views if you wish. Below are the links to individual consultations:
3. Electronic and workplace balloting for Trade Union ballots