It’s been some time since we’ve shared an update about the Employment Rights Bill. In case you missed it, the Employment Rights Bill is Labour’s plan to ‘Make Work Pay’, introducing a series of legislative change that improves fairness and security at work, aimed at bolstering the UK economy. 

The Bill was announced in October 2024, and since then, there’s been a lot of discussion behind the scenes as the Bill moves through parliament, as part of the consultation and reform process. An Amendment Paper was released in March 2025, adding updates and further detail to key clauses and policy. It’s a rather hefty document, at some 274 pages (!) – if you’re interested to go deeper, you can read it here.

In July 2025, Labour finally released their ‘Implementation Roadmap’, which lays out a phased delivery plan for the proposed changes, from now through to 2027. 

There are some surprises – mainly, that it looks like we will be waiting until sometime in 2027 to see any changes made to key issues, such as the banning of zero-hour contracts or the introduction of ‘Day 1’ unfair dismissal rights, which both hit headlines when the Bill was first introduced. Labour are framing this as ensuring they give adequate time to prepare for the reforms, which might well be a welcome move for most UK businesses!

Here is our overview on the new proposed timeline, and when we can expect to see implementation on the key areas, as laid out in the Bill.

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Immediate Change

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Some measures are due to take effect shortly following the Royal Assent of the Bill. These include: 

  • Repealing most of the Trade Union Act 2016 and the Strikes (Minimum Service Levels) Act 2023
  • Protections against dismissal for taking industrial action
  • Simplifying industrial action notices and industrial action ballot notices 

Proposed for April 2026

Measures that will take effect in April 2026 include: 

  • Collective redundancy protective award – doubling the maximum period of the protective award if organisations fail to consult collectively if required
  • ‘Day 1’ right  to take Paternity Leave and Unpaid Parental Leave 
  • Enhanced whistleblowing protections 
  • Establishing the Fair Work Agency body 
  • Improvements to Statutory Sick Pay – specifically, removing the lower earnings limit and removing the 3 day waiting period so SSP kicks in on day 1 of absence, not day 4
  • Simplifying the trade union recognition process and introduction of workplace / electronic balloting systems
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Proposed for October 2026

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Measures that will take effect in October 2026 include: 

  • New laws to prevent fire-and-rehire practices unless it is financially critical
  • Establishing the Fair Pay Agreement Adult Social Care Negotiating Body
  • Introducing stronger tipping laws
  • The duty to inform workers of their right to join a trade union, and strengthening trade unions’ right of access 
  • The requirement for employers to take ‘all reasonable steps’ to prevent sexual harassment, this was recently improved to taking ‘reasonable steps’ but will become ‘all reasonable steps’.
  • New time limits on Employment Tribunals

Proposed for 2027

Measures that will take effect in 2027 include:

  • Mandatory gender pay gap and menopause action plans (these will be voluntary from April 2026)
  • Enhanced rights for pregnant workers
  • New legislation on Flexible Working
  • Introduction of a power to enable regulations for specific steps that are regarded as ‘reasonable’, to determine whether an employer has taken all reasonable steps to prevent sexual harassment
  • Bereavement leave
  • Protections against zero hour contract abuse and applying regulations to agency workers, not just permanent staff
  • Regulation of umbrella companies
  • ‘Day 1’ unfair dismissal rights – protection from day one of employment (subject to a probation/integration period)
  • Collective redundancy – introducing a collective consultation threshold 

Further detail on these policies, and more specific timelines for implementation, will be provided following consultation.

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What's Next:

The first round of really key changes for UK businesses is due to hit in April 2026, with the changes to Paternity Leave, Parental Leave and Statutory Sick Pay. We expect to receive further clarity on these in the coming weeks and months. 

You can read the Implementation Roadmap and full commentary on the development and rollout process here. Consultations on the Employment Rights Bill will continue through into 2026, and the Roadmap details the comprehensive process currently underway with workers, trade unions, businesses and other key stakeholders.

Metro_HR Proactive HR Charlotte

At Metro HR this is certainly keeping us on our toes, but we’re working hard to stay on top of the development of the Employment Rights Bill, in order to support our clients, and their businesses, to prepare for the upcoming reforms. We will continue to monitor the rollout of the Bill as it moves through parliament towards implementation, and will keep you updated as we learn more. 

To explore how we can support you and your business to get ready for the Employment Rights Bill, why not book a call with us to explore what might be possible.

Book your free 30-minute consultation now >>

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