Employment Law Dates at a Glance: What’s Changing Under the Employment Rights Bill

📅 Employment Law Dates at a Glance: What’s Changing Under the Employment Rights Bill

The UK Government is preparing to implement the Employment Rights Bill, a landmark piece of legislation aimed at modernising workplace rights, strengthening worker protections, and promoting fair pay and flexibility. The Bill is expected to receive Royal Assent in Autumn 2025, with reforms rolling out in phases through 2026 and beyond.

Below is a clear timeline of the key changes employers and employees should be aware of:

🔔 At Royal Assent (Expected Autumn/Winter 2025)

• Repeal of the Strikes (Minimum Service Levels) Act 2023
• Repeal of most provisions of the Trade Union Act 2016
• Removal of the 10-year ballot requirement for trade union political funds
• Simplification of industrial action notices and ballot procedures
• Protection against dismissal for participating in industrial action[1][2][3]

📆 April 2026

• Doubling of the maximum collective redundancy protective award (from 90 to 180 days’ pay)
• Day-one rights for paternity and unpaid parental leave
• Whistleblowing protections extended to disclosures about sexual harassment
• Launch of the Fair Work Agency to enforce labour standards
• Statutory Sick Pay reforms: removal of lower earnings limit and waiting period
• Simplified trade union recognition process
• Electronic and workplace balloting reforms[1][2][3]

📆 October 2026

• Restrictions on fire-and-rehire practices, except in limited circumstances
• Duty to inform workers of their right to join a trade union
• Employers required to take “all reasonable steps” to prevent sexual harassment
• Obligation not to permit harassment by third parties
• Extension of employment tribunal time limits from 3 to 6 months
• Tightening of tipping laws
• Strengthening trade union access rights
• New rights and protections for trade union representatives
• Extension of protections against detriments for taking industrial action
• Establishment of the Fair Pay Agreement Adult Social Care Negotiating Body[1][2][3]

🧭 Looking Ahead to 2027

While not yet finalised, further reforms are expected in 2027, including:

• Day-one unfair dismissal rights
• Bereavement leave
• Flexible working enhancements
• Zero-hours contract restrictions
• Equality action plans
• Pregnancy and family leave protections

📝 Final Thoughts

The Employment Rights Bill represents a transformational shift in UK employment law. Employers should begin preparing now by:

• Reviewing HR policies and procedures
• Engaging with public consultations
• Staying informed on legislative updates

References

[1] Implementing the Employment Rights Bill – GOV.UK

[2] Employment Rights Bill 2025 Roadmap | Make UK

[3] Employment Rights Bill Roadmap: Key Reforms & Timelines