Last reviewed: October 2026
If you are expecting a baby, planning one, or due back from maternity leave in the next year or so, the law is shifting in your favour. The Employment Rights Act 2025 is being brought in step by step, and several of the changes land squarely on working mums.
Here is what is coming, roughly when, and what it could mean for you. Some details are still being finalised, and we have said clearly where that is the case.
At a glance
| When | What changes |
|---|---|
| Already here (6 April 2026) | Paternity leave and unpaid parental leave became day one rights. Bereaved partners can take up to 52 weeks of paternity leave. Statutory Sick Pay is paid from the first day of illness. |
| 1 October 2026 | Most tribunal time limits doubled to six months less one day. |
| 30 October 2026 | Employers must take all reasonable steps to prevent sexual harassment, including by clients and customers. |
| January 2027 | Stronger protection from dismissal for pregnant women and new mothers. Unfair dismissal rights after six months instead of two years. |
| 2027 | New unpaid bereavement leave, including for pregnancy loss before 24 weeks. |
| Autumn 2027 | Flexible working requests can only be refused where it is reasonable. |
1. Stronger protection from dismissal (January 2027)
Today, if you are made redundant while pregnant, on maternity leave, or within 18 months of your baby’s birth, your employer must offer you any suitable alternative role ahead of other staff. But outside redundancy, the protection is thinner than many mums realise.
The government has committed to making it unlawful to dismiss pregnant women and new mothers except in specific circumstances, and its timeline says this will start in January 2027. In its consultation, which closed in January 2026, it asked:
- whether protection should run from when you tell your employer you are pregnant until 18 months after birth, or until six months after you return to work
- which reasons for dismissal should still be allowed, and whether, for example, a conduct dismissal should only be allowed for gross misconduct
The final rules have not been published yet. When they are, we will update this page. For now, the key message is: if you are pregnant or a new mum and your job feels at risk, keep records and take advice early. Dismissal because of pregnancy or maternity leave is already automatically unfair and discriminatory, whatever your length of service.
2. Unfair dismissal after six months (January 2027)
From January 2027, most employees will be able to claim ordinary unfair dismissal once they have been in a job for six months, instead of two years. The cap on unfair dismissal compensation will also be removed.
This matters if you are thinking about changing jobs before or after having a baby. Starting somewhere new will no longer leave you without protection for two whole years.
3. Leave after pregnancy loss (expected 2027)
At the moment, parents who lose a baby after 24 weeks of pregnancy have a right to parental bereavement leave and pay. Parents who lose a pregnancy earlier have had no specific right to time off.
The Act creates a new right to bereavement leave that will include pregnancy loss before 24 weeks. Based on the government’s plans, it is expected to be unpaid, available from your first day in the job, and at least one week long. The government’s timeline says it will come in during 2027, with the exact details set in regulations.
If you have been through this, we are so sorry. Please be gentle with yourself, and know that the law is finally catching up with what so many families have quietly carried.
4. Fairer flexible working (autumn 2027)
You can already ask for flexible working from your first day in a job, and your employer can only refuse for one of eight business reasons. From autumn 2027, the bar goes up. Your employer will only be able to say no where it is reasonable to do so. Before refusing, they will have to meet with you, explain their concerns, look at alternatives, and confirm the outcome in writing. Acas will update its Code of Practice to match.
For many mums returning from maternity leave, this could be the difference between a role that works for family life and having to walk away.
5. Harassment and longer time limits (already starting)
From 30 October 2026, employers must take all reasonable steps to prevent sexual harassment at work, and they can be responsible for harassment by clients and customers if they have not done so.
And since 1 October 2026, you usually have six months less one day, rather than three months, to bring a tribunal claim. You must still contact Acas for early conciliation first. Read our guide: You Now Have Six Months, Not Three.
Your checklist
If you are planning a pregnancy:
- Know your current rights so you can spot when something is not right. Our complete guide to maternity and paternity leave is a good place to start.
- If you are thinking of changing jobs, remember unfair dismissal rights start after six months from January 2027.
If you are pregnant now:
- Tell your employer in writing and keep a copy. Protection from pregnancy discrimination runs from when they know.
- Keep a simple diary of anything that changes in how you are treated.
If you are on maternity leave or returning:
- Think early about whether you want to ask for flexible working, and put your request in writing.
- If redundancy is mentioned, remember you must be offered any suitable alternative role first.
If something goes wrong:
- Write down the date, work out your six month deadline, and contact Acas in good time.
One honest word
Laws do not change workplaces overnight. People do. These new rights are a real step forward, but they work best when mums know about them and feel confident to use them. Becoming a mother is a season, not a setback, and you deserve a workplace that honours both your work and your family. Share this with a friend who is expecting. It might be exactly what she needs to read.
Related reading
- Maternity and Paternity Leave in the UK: Your Complete Guide
- Flexible Working After Maternity Leave: Your Legal Rights Explained
- Employment Tribunal Claims for Pregnancy Discrimination
- Should You Tell Your Boss You’re Pregnant?
This article is general information about UK employment law, not legal advice about your situation. Sources: GOV.UK, Employment Rights Act timeline update; Acas, Employment Rights Act 2025; GOV.UK, consultation on enhanced dismissal protections.
