The Employment Rights Bill was published on 10 October 2024. It introduced 28 significant reforms and the much publicised and highly contentious changes have been identified as reshaping the landscape of employment law.
On 1 July 2025, the UK Government published its official Employment Rights Bill implementation roadmap detailing when new employment protections will come into force. The comprehensive reforms will be rolled out with a phased approach between 2026 and 2027, with some immediate changes triggered upon Royal Assent (expected Autumn 2025).
Phase 1: On Royal Assent (Autumn 2025)
Once the Bill becomes law, the following will take effect immediately or soon after:- Repeal of most of the Trade Union Act 2016
- Repeal of the Strikes (Minimum Service Levels) Act 2023
- New protections against dismissal for those participating in industrial action, and simplified union ballot procedures
From the 2026/27 tax year, starting in April 2026, the following reforms are scheduled:
- Doubling of the maximum collective redundancy protective award (from 90 to 180 days pay)
- Day‑one entitlement to paternity leave and unpaid parental leave
- Enhanced whistleblowing protections
- Establishment of a new Fair Work Agency (although it is unclear when this body will be up and running)
- Statutory Sick Pay reform (removal of lower earnings limit and 3 day waiting period)
- Simplified trade union recognition rules, digital and workplace balloting introduced
- Ban on “fire‑and‑rehire” strategies
- Obligation on employers to take “all reasonable steps” to prevent sexual harassment
- Employers to be held liable if employees are harassed by third parties.
- New Tribunal claim deadline extended from 3 to 6 month
- Expanded union rights
- Day‑one protection against unfair dismissal
- Mandatory gender pay gap reporting enhancements and menopause action plans
- Rules restricting the dismissal of pregnant workers and expanded bereavement leave
- Extension of flexible working rights
- Restrictions on zero‑hours contract misuse (including new guaranteed hours offer)
- Expansion of collective redundancy thresholds and new umbrella‑company regulation
Consultation Timeline
To refine these reforms, the government plans the following consultation windows:
- Summer / Autumn 2025: on day‑one unfair dismissal, fire‑and‑rehire, bereavement leave, pregnant workers’ rights, zero‑hours contract restrictions.
- Winter 2025 / Early 2026: on flexible working reforms, collective redundancy changes and changes to the laws on tipping.
| Implementation Date | Change |
| Upon Royal Assent (Autumn 2025) | Union law repeals & dismissal protections |
| April 2026 | Redundancy award doubling, day‑one paternity/parental leave, SSP reforms, whistleblowing protections, union recognition, Fair Work Agency |
| October 2026 | Ban on fire‑and‑rehire, “all reasonable steps” harassment duty, tribunal deadline extension, expanded union access |
| Sometime in 2027 | Day‑one unfair dismissal, gender pay/menopause plans, zero‑hours reform, bereavement leave, flexible working, pregnancy rights, umbrella regulation |
Practical Impact
The timetable produced is undoubtedly helpful as it provides clarity and enables organisations to structure their preparations in a more realistic way. It is also reassuring to have conformation that (for most businesses), very few changes will take effect in 2025, unless you are facing potential industrial action.
However, whilst 2025 may feel like a pause in legislative change, it’s really the calm before a period of major reform. The government’s decision to delay the most significant measures until 2027 offers some breathing room—particularly for employers already grappling with difficult trading conditions. That said, this breathing space should be used wisely. Preparations to update payroll systems (for SSP and parental leave) and to update handbooks and consultation protocols should take place.
Further, with key consultations launching this year, including proposals on day one unfair dismissal rights and guaranteed hours, we will obtain more clarity on what the future legal landscape will look like. Details such as what constitutes a “light-touch” dismissal process, or how many hours will lift workers out of new protections, are key outstanding issues that will be confirmed.
In summary, 2025 may bring fewer immediate changes, but it will be a crucial year for engagement and preparation. Employers, HR professionals, and legal teams should stay alert and keep an eye on the developments because the groundwork laid now will determine how well you are able to navigate the more complex changes coming in 2026 and 2027.
Refreshing Law – 31 July 2025
02920 599993
07977 545480
adenton@refreshinglawltd.co.uk
Mornington
