Employment Rights Bill Timeline: Key Dates for Employers
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With the Employment Rights Bill changes looming on the horizon, the government has now announced its timetable for the implementation of the changes to UK employment law.
Although the Bill has yet to be approved by Parliament, meaning none of the changes or dates are set in stone, it appears very likely that most, if not all, of the changes will go through as planned.
So when it comes to the changes, when exactly will they come into effect and how can your business prepare for them?
When will the Employment Rights Bill come into effect?
This month, the government released their roadmap for delivering and implementing the Employment Rights Bill. Their plan includes a phased approach as they wish to give businesses the opportunity to work through the changes with them, through engagement and consultation on the policy measures, as set out in their ‘Next Steps to Make Work Pay’.
Here, we lay out exactly what is changing and when.
Immediately
As soon as the Bill is approved by Parliament (otherwise known as receiving Royal Assent), the following policies will come into effect:
- Changes for trade unions.
- New protections preventing dismissal for participating in industrial action.
April 2026
At the beginning of the new tax year (26/27), the following policies will come into effect:
- Doubling the protective award for collective redundancies.
- Day one rights to paternity and unpaid parental leave.
- Enhanced whistleblower protections.
- Establishment of a Fair Work Agency.
- Statutory Sick Pay (removal of lower‑earnings limit and making leave available from the first day of absence).
- Simplification of trade union recognition and digital/workplace balloting systems.
October 2026
Around the time of the 2026 Autumn Budget, the following policies will come into effect:
- Ban on fire-and-rehire.
- Launch of a Fair Pay Agreement Negotiating Body for adult social care.
- Stronger tipping laws.
- Employer duty to take ‘all reasonable steps’ to prevent sexual harassment.
- Expanded trade union rights.
- Stricter employment tribunal limits and protections for those taking industrial action.
2027
Kicking off the new year, the following policies will come into effect:
- Mandatory gender pay gap and menopause action plans for larger employers.
- New rights for pregnant workers.
- Flexible working rights strengthened.
- Bereavement leave expanded.
- Limitation on using zero-hours contracts; obligations to provide notice of shift changes/cancellation.
- Umbrella company regulation.
- Day one unfair dismissal rights.
Discover the full details of the government’s proposed timeline here.
How will the provisions work and when are the consultations?
More details on how the new provisions will work, will be contained in separate legislation to be introduced at a later date. The government is also still consulting with the public on what should go into these regulations.
Consultations are to take place in Summer/Autumn 2025 to cover the exact details regarding:
- Making unfair dismissal a day one right.
- The ban on fire-and-rehire.
- Parental bereavement leave.
- Pregnancy-related-rights.
- The ban on zero-hours contracts.
However, consultations on flexible working and collective redundancies are planned for Winter 2025, early 2026.
Feel confident with your business’ compliance with Employment Hero
All employers will need to make sure they update their policies, procedures and contracts to align with the new laws, as well as ensuring their payroll system is set up to account for the various changes that affect what employees are paid and the leave they can take. Keeping on top of your policies is going to be key as we progress through the government’s timeline.
Our HR Advisory team is always on hand to help you with your compliance needs and provide guidance during these changes. You can get in touch with them for a compliance health check, or catch them in our upcoming Employment Law webinar, where they’ll be helping you navigate the current and future changes.
