The UK Government has published its implementation roadmap for the Employment Rights Bill, offering crucial insight into when employers can expect new legislative obligations to come into force. While no statutory changes are anticipated for 2025, employers should begin preparing now for substantial reforms scheduled for 2026 and 2027.

The Bill, which forms part of Labour’s commitment to making work fairer, represents the most significant shake-up of UK employment law in recent years. With implications across sick pay, dismissal rights, parental leave, harassment prevention, zero-hours contracts and trade union access, organisations will need to review both policy and practice to remain compliant.

Autumn 2025 – Royal Assent Expected

The Bill is anticipated to pass into law, repealing restrictions on trade union activity and enhancing protections for employees participating in lawful industrial action. Employers should review disciplinary procedures and ensure alignment with updated thresholds for fair dismissal.

April 2026 – First Wave of Reforms

  • Statutory Sick Pay (SSP) Reform: The lower earnings limit and 3-day unpaid waiting period will be eliminated, making SSP available from day one. Payroll systems and sickness policies must be updated.
  • Day-One Rights for Paternity and Unpaid Parental Leave: These entitlements will become available immediately upon employment, requiring updates to onboarding and leave request procedures.
  • Fair Work Agency Launch: A new enforcement body will oversee fair work standards, with investigation and penalty powers.
  • Enhanced Whistleblowing Protections: Employers must strengthen internal reporting channels and implement anti-retaliation safeguards.

October 2026 – Second Phase of Implementation

  • Ban on Fire-and-Rehire Practices: Employers may not dismiss staff and re-engage them under inferior terms. Existing contract variation processes should be reviewed for compliance.
  • New Employer Duty to Prevent Sexual Harassment: A proactive legal obligation will be introduced, requiring risk assessments, training, and robust reporting mechanisms.
  • Strengthened Trade Union Access: Employers must facilitate union engagement through both physical and digital means.

2027 – Final Phase of Reforms

  • Unfair Dismissal Protections (Subject to Parliamentary Approval): Originally proposed as a day-one right, the House of Lords amended this to a six-month qualifying period. This change is still under debate and could be reversed when the Bill returns to the Commons. Employers should strengthen probation documentation in preparation for either outcome.
  • Gender Pay Gap and Menopause Action Plans: Employers will be expected to publish action plans alongside pay gap data, with guidance from the CIPD on inclusive practices.
  • Bereavement Leave and Flexible Working Expansion: Statutory entitlements will expand, including the right to request flexible working from the first day of employment.
  • Zero-Hours Contract Restrictions: Employers must offer predictable hours and compensation for cancelled shifts, prompting updates to payroll and scheduling processes.

House of Lords Ruling on Day-One Unfair Dismissal Rights

On 21st July, the House of Lords voted to replace the proposed day-one unfair dismissal right with a six-month qualifying period. This amendment was made due to concerns over tribunal capacity and hiring risks, but may be overturned in the Commons. Employers should prepare for both possibilities by revisiting probation policies and ensuring clear documentation from the outset.

What Employers Should Do Next

These upcoming reforms present both compliance challenges and opportunities to enhance employee experience. To prepare effectively:

  • Audit employment contracts and policies for legal gaps.
  • Update leave, pay, and disciplinary procedures.
  • Review onboarding, probation, and termination processes.
  • Invest in training around harassment, whistleblowing, and union engagement.

The Employment Rights Bill signals a shift toward fairer, more transparent workplace practices. Staying ahead of its implementation will be essential for legal compliance, organisational resilience, and employee trust.

Would you like help turning this into training slides or manager guidance notes? I can also provide draft policy templates for the key reform areas.