Employment Rights Bill – Government publishes new timetable
On 1 July 2025, the Government published its Employment Rights Bill roadmap, setting out the timeline for implementing the Bill. The Bill, which is now awaiting Royal Assent, is set to make significant changes to the UK employment law landscape.
The roadmap details how, over the next two years, employers will see sweeping reforms affecting dismissal rights, family leave, trade union laws, and workplace protections. Opting for a staggered approach, notable reforms, such as extending unfair dismissal protection to workers as a day-one right, and ending the use of exploitative zero-hours contracts will be implemented in the latest stage of implementation in 2027.
Below is a timetable of the key changes – and what employers should be doing to prepare.
Immediate Changes (awaiting Royal Assent)
As soon as the Bill receives Royal Assent, two important changes will come into force:
- Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016.
- New protections preventing dismissal for participating in industrial action.
April 2026
From April 2026, the following reforms will take effect:
- Protective awards for collective redundancies will double in maximum period.
- ‘Day 1’ rights for paternity leave and unpaid parental leave will be introduced.
- Enhanced whistleblower protections will come into force.
- A Fair Work Agency will be established.
- Statutory Sick Pay (SSP) will be improved by removing both the lower earnings limit and waiting period.
- Trade union recognition processes will be simplified, with digital and workplace balloting permitted.
Employer Action:
- Update family leave and sickness absence policies.
- Budget for SSP changes affecting short-term absence costs.
- Review redundancy processes in light of increased protective award exposure.
- Prepare for a potentially more straightforward process for trade union recognition.
October 2026
In October 2026, further significant reforms will be implemented:
- Ban on fire-and-rehire tactics.
- Fair Pay Agreement Negotiating Body for adult social care will launch.
- Stronger tipping laws will take effect.
- Employers will face a new duty to take ‘all reasonable steps’ to prevent sexual harassment.
- Third Party Harassment
- Trade union rights will be expanded.
Employer Action:
- Ensure any restructuring or contractual change processes do not rely on fire-and-rehire.
- Employers in adult social care must engage with the new negotiating body.
- Review tipping policies for compliance.
- Review and enhance anti-harassment policies and training to meet the new preventative duty and third party harassment.
From 2027
- Mandatory gender pay gap and menopause action plans (voluntary from April 2026).
- Rights for pregnant workers will be strengthened.
- Introduction of bereavement leave.
- Protections against zero-hour contract abuse.
- Umbrella company regulation.
- ‘Day 1’ unfair dismissal rights will be introduced, this has been delayed from the original proposed date of October 2026.
Consultations on these measures will begin this summer and continue into early 2026.
Employer Action:
- Start preparing for mandatory gender pay and menopause action plans.
- Review use of zero-hour contracts and umbrella company arrangements for compliance.
- Consider the impact of ‘Day 1’ unfair dismissal rights on probation processes, performance management, and onboarding practices.
Final Thoughts
The Employment Rights Bill marks a major shift in UK employment law. Employers who plan ahead will ensure compliance, reduce legal risks, and maintain positive employee relations as these reforms roll out.
That’s why our colleagues at VWV have launched the Employment Rights Bill Hub – your one-stop resource for everything you need to understand, track and prepare for reform.
- Explore what the Bill means for your contracts, policies and people
- Keep pace with key dates and milestones
- Access guidance, flowcharts and planning tools
