Employment Rights Bill timeline

The UK Government has published an Employment Rights Bill roadmap. The proposed implementation dates range from soon after the Bill is passed to April 2026, October 2026 and 2027.

Of particular note is the fact that day one unfair dismissal rights will take effect in 2027, not autumn 2026 as previously indicated.

Indicative timetable of the key changes

2025	According to the roadmap, the following will happen ‘at Royal Assent or soon afterwards’: Repeal of the Strikes (Minimum Service Levels) Act 2023 and the requirement to have minimum service levels for strikes in certain sectors Repeal of the majority of the Trade Union Act 2016 (resulting in e.g. removal of the requirement for 40% support in ballots of workers engaged in important public services) Simplify industrial action notices and industrial action ballot notices Stronger protections against dismissal for taking industrial action
6 April 2026	Increase maximum collective redundancy protective award (from 90 to 180 days’ pay) Day one rights to paternity leave and unpaid parental leave Remove lower earnings limit and waiting period for statutory sick pay Simplify trade union recognition process New whistleblowing protections (e.g. sexual harassment reports to become protected disclosures) New Fair Work Agency Electronic and workplace balloting
1 October 2026	Significantly restrict use of dismissal and re-engagement ('fire and rehire') to change terms and conditions of employment Amend the duty to take reasonable steps to prevent sexual harassment to 'all reasonable steps' Employer liability for third-party harassment of employees in the course of employment if they fail to take all reasonable steps to prevent it New rights and protections for trade union representatives Duty to inform workers of their right to join a trade union Reasonable right of access to workplaces for trade unions Protection against detriment for taking industrial action Tighten tipping laws Increase employment tribunal time limits to 6 months
2027	Day one right to protection from unfair dismissal and new ‘light-touch’ dismissal process in statutory probationary period Guaranteed hours for workers on zero-hours and low-hours contracts New collective redundancy consultation threshold Gender pay gap and menopause action plans for employers with 250+ employees (voluntary from April 2026) Rules restricting dismissal of pregnant workers Power to specify in legislation steps that are to be regarded as reasonable in connection with duty to prevent sexual harassment Introduce reasonableness requirement if refusing a flexible working request New statutory right to bereavement leave Strengthen protections against blacklisting Regulation of umbrella companies

Consultations and further amendments

The Government has committed to consult on many of its proposals, including unfair dismissal rights, fire and rehire, zero-hours and low-hours contracts and trade union measures (amongst others). These will shape the final policy position on the changes and should answer some of the outstanding issues, such as the length of the statutory probationary period, what the ‘light-touch’ dismissal procedure will involve, who is a low-hours worker etc.

The Bill is still subject to amendment, with some Government backed changes published this week including:

Limiting the new automatic unfair dismissal rule in dismissal and re-engagement situations to ‘restricted variations’ (e.g. changes relating to pay, pensions, hours, time off work, inclusion of a variation clause)
Making any provision in a contract between an employer and a worker, including a settlement agreement, that attempts to prevent the worker from making allegations or disclosures about harassment or discrimination void
Extending bereavement leave to individuals who experience pregnancy loss before 24 weeks.

In practice

Employers should keep a watching brief for confirmation of timescales and further guidance, especially if facing industrial action or considering dismissal and re-engagement or redundancies. The timeline and insights on our dedicated Employment Rights Bill page will help you prepare for the changes.

It would be good practice to take steps now by, for example, auditing policies and contracts, reviewing probationary periods, and analysing flexible workforces and the use of zero-hours and low-hours contracts. For assistance, or more information on any of the proposals, please get in touch with a member of our Employment and Immigration team.

Workbox by Brodies

Workbox by Brodies is our online HR and employment law site which provides subscribers with access to an HR to-do list and guidance and templates covering the full spectrum of issues arising from the Bill's reforms. To arrange a short online demo, click the button below or get in touch.