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UK: Employment Rights Bill – Implementation Dates Updated

By - - Employment Law

The UK government has published its roadmap for implementing new employment rights under the Employment Rights Bill.

Some reforms are coming in 2026, some will roll out gradually in 2027. Here’s a breakdown of the major changes, when they’re expected, and what employers should prepare for.

Changes Expected by 6 April 2026

Trade Union Reforms

  • Strike Laws: Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016, including reduced notice periods (from 14 to 10 days) and extended ballot mandates (from 6 to 12 months).
  • Dismissal Protections: Stronger safeguards against dismissal for participating in industrial action.
  • Simplified Procedures: Less prescriptive requirements for industrial action and ballot notices.

Employment Protections

  • Paternity and Parental Leave: Now available from day one of employment.
  • Whistleblowing: Sexual harassment added as a protected disclosure.
  • Statutory Sick Pay: Removal of the lower earnings threshold and the three-day waiting period.
  • Fair Work Agency: New enforcement body to oversee compliance with minimum wage, holiday pay, and modern slavery laws.

Redundancy and Compensation

  • Protective Awards: Maximum compensation for collective redundancy breaches will double from 90 to 180 days’ gross pay.

Tribunal and Contractual Changes

  • Tribunal Deadlines: Time limit for claims extended from 3 to 6 months.
  • Fire and Rehire: Dismissals linked to refusal of contract changes will be automatically unfair unless driven by genuine financial necessity.

Harassment Duties

  • Employer Obligations: Employers must take all reasonable steps to prevent sexual harassment and harassment by third parties (e.g. clients, customers).

Trade Union Access

  • Union Rights: Strengthened access rights, new protections for union reps, and a duty to inform workers of their right to join a union.

Tips Policy

  • Fair Distribution: Employers must consult staff on written policies for tip allocation.

Changes Expected in 2027 (Dates TBC)

Day One Rights

  • Unfair Dismissal: Employees will gain protection from unfair dismissal from day one. A statutory probation period may be introduced, with consultation expected in late 2025.

Zero-Hours Contracts

  • Guaranteed Hours: Employers must offer guaranteed hours to zero- and low-hours workers based on average hours worked. This will also apply to agency workers, with responsibility likely falling on the end-hirer.

Maternity Protections

  • Dismissal Safeguards: Enhanced protection for pregnant employees and new mothers, extending to six months post-return.

Redundancy Consultation

  • Threshold Expansion: Employers will need to consider redundancies across all establishments, not just individual sites, when meeting the 20+ employee threshold.

Flexible Working

  • Refusal Criteria: Employers must not only meet statutory grounds for refusal but also ensure the decision is reasonable.

Harassment Prevention

  • Defined Standards: Regulations may define what constitutes “reasonable steps” to prevent sexual harassment.

Equality and Inclusion

  • Action Plans: Employers with 250+ staff must publish plans addressing gender pay gaps and menopause support. Voluntary adoption starts April 2026.

Bereavement Leave

  • Expanded Coverage: Leave entitlements will include broader family relationships and pregnancy loss before 24 weeks.

What Employers Should Do Now

  • Review Policies: Update contracts, leave policies, and harassment procedures to align with upcoming changes.
  • Prepare for Consultation: Engage with staff and unions ahead of changes to redundancy and flexible working rules.
  • Monitor Timelines: Track government consultations in 2025–2026 to stay ahead of implementation.
  • Training & Awareness: Educate HR teams and managers on new rights and obligations.

This is a high level general update only. Legal advice should be obtained on specific circumstances.
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