Major changes to employment law are on the horizon, marking the most significant shift in decades and introducing a wide range of new rights for workers. James Siwela examines the Government’s latest update on the Employment Rights Bill, including the phased rollout and anticipated implementation timeline.
The Government has produced a new roadmap for the upcoming Bill, which outlines the phased approach it will take and provides indicative implementation dates for the changes.
Certain measures will take effect shortly after the Bill receives Royal Assent (expected to be July 2025) while other measures will be delayed until 2027.
This “phased” approach aims to give employers time to adapt to the changes, which will be some of the most substantial in employment law since the 1996 Employment Rights Act. All dates are indicative only and may change to later dates as consultation progresses.
- In around July 2025, when the Bill receives Royal Assent, the majority of the Trade Union Act 2016 and the Strikes (Minimum Service Levels) Act 2023 will be repealed.
- In April 2026, paternity leave and unpaid parental leave will become day one rights and the changes to statutory sick pay (removal of the lower earnings limit requirement to qualify and removal of waiting days) will become effective. As it currently stands, employees must work for a year before becoming eligible for unpaid parental leave and must have been continuously employed by their employer for at least 26 weeks up to the qualifying week for paternity leave.
- It is expected that October 2026 will see protections introduced to significantly restrict “unfair fire and re-hire practices”. “Fire and rehire” refers to practices where employers dismiss employees to re-engage them on less favourable terms. Further obligations will also be placed on employers to take all reasonable steps to prevent sexual harassment of their employees and to prevent harassment of their employees by third parties.
- From October 2026 employers will also be required to inform workers of their right to join a trade union. Once the legislation takes effect, employers will have to provide written notification to employees along with their usual statement of employment particulars.
- Also due to be implemented in October 2026 is the doubling of the time within which employees can bring an employment claim to an employment tribunal from three to six months for the majority of claims.
- The later phase of the Bill will be effective from 2027, with enhanced dismissal protections for pregnant workers and new mothers, and with unfair dismissal becoming a “day one” right. Improved access to flexible working and protections against exploitative zero-hour contracts will also be implemented later in 2027. This will include a right to guaranteed hours of work and a requirement for reasonable notice to be given for any shift changes.
- Various consultations will be taking place in the coming months, with a view to firming up the specifics of implementation via regulations. Employers should take the opportunity to review their current policies and amend them as the changes are clarified before being introduced in each phase. Employers should receive more clarity on the upcoming changes as the new laws begin to take effect.
Summary of measures included in the Roadmap
Measures to take effect at Royal Assent (anticipated July 2025) include:
- Repeal of the majority of the Trade Union Act 2016 and Strikes (Minimum Service Levels) Act 2023.
- Protections against dismissal for taking industrial action.
Changes likely to be coming into force in April 2026 include:
- “Day one” paternity leave and unpaid parental leave.
- Enhanced whistleblowing protections.
- Fair Work Agency established.
- Statutory sick pay lower earnings limit and waiting days removed.
- Trade Union measures to simplify recognition and introduce electronic and workplace balloting.
- Doubling the protective award for failure to consult on collective redundancies
Legislation expected to be effective from October 2026 include:
- Restrictions on fire and rehire practices.
- Changes to tipping laws.
- Requirement to inform workers of their right to join a trade union and strengthened rights of access to workplaces for trade unions.
- Requirements for employers to take “all reasonable steps” to prevent sexual harassment of their employees.
- Employment tribunal time limits to increase.
Measures planned for implementation in 2027 include:
- Enhanced dismissal protections for pregnant workers.
- Bereavement leave to become a “Day 1” right and extended to include worker parents who experience stillbirth before 24 weeks.
- “Day 1” protection from unfair dismissal.
- Enhanced flexible working rights.
If you have any questions about the Employment Rights Bill or how the proposed changes may affect your organisation, please contact a member of our Employment team for further advice and support.
Published 16 July 2025
