Employment Rights Bill Roadmap: What’s changing and when
The UK is on the brink of its biggest employment law reform in decades. The new Employment Rights Bill introduces a sweeping set of changes that will reshape how businesses hire, manage and support their employees.
To help you prepare, here’s a breakdown of the timeline and what each stage means for your organisation.
Key dates & what’s changing
At Royal Assent or shortly after
• Repeal of the Strikes (Minimum Service Levels) Act 2023
• Repeal of the majority of the Trade Union Act 2016
• Removal of the 10-year ballot requirement for trade union political funds
• Simplification of industrial action notices and industrial action ballot notices
• Introduction of dismissal protections for taking industrial action
From April 2026
• Doubling the maximum collective redundancy protective award – from maximum 90 days’ pay to maximum 180 days’ pay
• Removal of service requirement for paternity leave and parental leave
• Whistleblowing protections for protected disclosures regarding sexual harassment
• Establishment of Fair Work Agency body
• Removal of Lower Earnings Limit and waiting period requirements for Statutory Sick Pay
• Simplification of trade union recognition process
• Electronic and workplace balloting reforms
From October 2026
• Restrictions on the use of fire and rehire unless in limited circumstances
• Requirement to inform workers of their right to join a trade union
• Requirement for employers to take “all reasonable steps” to prevent sexual harassment of their employees
• Obligation for employers to not to permit the harassment of their employees by third parties
• Extension of employment tribunal time limits from three months to six months
• Tightening of tip laws
• Strengthening of trade unions’ right of access
• Introduction of new rights and protections for trade union representatives
• Extension of the protections against detriments for taking industrial action
• Introduction of regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body
From 2027:
• Removal of the two-year service requirement for ordinary unfair dismissal claims and the introduction of a statutory probation period
• Requirement for employers to explain why it was reasonable to refuse a flexible working request
• Introduction of regulations to specify steps that are to be deemed as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment
• Requirement to offer zero-hour, low hour and agency workers a guaranteed hours contract reflecting their usual working hours and notice or compensation for changes to shifts
• Introduction of unpaid bereavement leave, and the extension of parental bereavement leave criteria to cover miscarriages before the 24th week of pregnancy
• Introduction of new collective consultation thresholds in collective redundancy situations
• Extension of the rights and protections for pregnant workers
• Introduction of an industrial relations framework and blacklisting provisions
• Tighter regulation of umbrella companies
• Mandatory gender pay gap and menopause action plans
What should employers do now?
The rollout spans several years, but preparation should start early. Here are key areas to focus on:
Immediate priorities:
• Update sexual harassment policies in line with new duties
• Prepare for day-one sick pay and potential cost increases
• Review redundancy procedures and budget for higher payouts
Budgeting & resourcing planning:
• Consider the financial impact of extended parental and sick leave
• Start forecasting for expanded redundancy costs
Policy & process updates
• Revise your unfair dismissal framework to align with new probation rules
• Strengthen flexible working request procedures
• Re-evaluate any use of “fire and rehire” strategies
Next steps
While some changes won’t kick in for a year or more, employers should treat this as an opportunity to modernise HR practices and strengthen employee protections.
Need help reviewing your policies? We’re here to support you.
