What Employers Need to Know About How the Employment Rights Bill will be Implemented
The Government has released its highly anticipated implementation roadmap for the Employment Rights Bill, providing a clearer picture of when key changes to employment law will take effect. The roadmap outlines a phased introduction of measures with several significant reforms set to come into force over the next two years.
These changes will not be retrospective, meaning they will not apply to situations that happened before the new laws come into play. For a period after the bill is implemented, Tribunals will have to handle some cases under the “old law,” but eventually, everyone will be subject to the new rules.
Employers should be aware of these upcoming changes to help them prepare and plan for the future. Staying informed can help you make sure your business is compliant and enable you to avoid potential issues down the road.
Key Dates for Implementation
Here is a simple breakdown of when the reforms are due to take effect and what they will mean in practice.
Autumn 2025
- The Strikes (Minimum Service Levels) Act 2023 will be repealed as soon as the Employment Rights Bill becomes law.
- Employees will gain stronger protection from dismissal when taking part in industrial action.
April 2026
- Paternity leave and unpaid parental leave will become available from day one of employment.
- The maximum protective award for collective redundancies will rise from 90 to 180 days.
- A new Fair Work Agency will be established to help enforce employment rights and promote compliance with fair working practices.
- Measures designed to simplify the trade union recognition process will be introduced.
- Changes will be made to statutory sick pay. These reforms will include removing the lower earnings limit and waiting period.
October 2026
- Restrictions will be introduced on the use of “fire and rehire” in cases where employers attempt to make changes to contract terms.
- Rules governing the fairer allocation of tips in the service sector will be introduced.
- Employer liability for third-party harassment will be re-introduced after having been repealed in 2013. This will require employers to take “all reasonable steps” to prevent sexual harassment of their employees.
- The time limits for almost all Employment Tribunal claims will be increased from three months to six months.
- Striking workers and trade union representatives will receive enhanced protection.
2027
- Pregnant employees and new mothers will receive increased protection from dismissal.
- Employees will have the right to bring a claim for unfair dismissal from day one of employment.
- Zero-hours workers will have new protections which will include measures to enhance contractual certainty and access to regular work patterns.
What Employers can Do Now to Prepare for the Implementation of the Employment Rights Bill
The Government has stated that it will issue guidance for employers before each implementation deadline to help them prepare for the changes. However, employers should start considering the implications of these reforms and take the following proactive steps now:
- Review recruitment practices to ensure they align with the new unfair dismissal rules.
- Update family leave policies to reflect “day one” rights for paternity and unpaid parental leave.
- Plan for workforce changes around zero-hours contracts, redundancy pay, and protections for striking workers.
- Revisit harassment policies and training to ensure you are ready for the renewed duty to prevent harassment.
By preparing early, your organisation can remain compliant and successfully adapt to the evolving regulatory landscape. Staying ahead of these changes will help you avoid legal issues and ensure a smooth transition.
Final Thoughts
The Employment Rights Bill represents the most significant shake-up of workplace law in recent years. By preparing now, employers can reduce risk, remain compliant, and create a workplace culture that supports both staff and business growth.
If you need legal advice in relation to updating your employment policies to comply with these anticipated changes, the team at DPH Legal is here to support you. Call us today on 0179 338 4877 or leave a message on our website.
