Whilst it seems unlikely that the Employment Rights Bill will pass into law before September/October 2025, the Government has now published its roadmap as to when the main changes included in the Bill are expected to be implemented.
The key dates for employers to be aware of are:
Autumn 2025
- Some key trade union-related reforms are being fast-tracked, to take effect at Royal Assent or shortly thereafter including repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016.
April 2026
- The maximum protective award for breach of the collective redundancy consultation requirements will increase from 90 to 180 days.
- Day one right to paternity leave and unpaid parental leave will take effect.
- New legal protections for whistleblowers will be introduced.
- The new Fair Work Agency will be created.
- The lower earnings limit and waiting period for SSP will be abolished.
- The process for trade union recognition will be simplified and electronic and workplace balloting will become available.
October 2026
- Implementation of restrictions on an employer’s ability to “fire & rehire” will be introduced.
- Tipping law will tighten.
- The requirement on employers to take “all” reasonable steps to prevent sexual harassment will take effect.
- Introduction of protections in respect of harassment by third parties.
- Employment tribunal time limits to increase from three to six months.
- The rights and protections afforded to trade union representatives will be expanded, including enhanced protection against detriment for participating in industrial action and strengthened rights of workplace access.
2027
- Changes to the qualifying period to issue claims for ordinary unfair dismissal to be introduced.
- Introduction of guaranteed hours offers and other protections for zero and low hours workers.
- Measures to strengthen the protections from unfair dismissal afforded to pregnant employees and new mothers to be introduced.
- Changes to flexible working rights to take effect.
