On 1 July 2025, the Government published its implementation roadmap for the Employment Rights Bill (ERB). The roadmap sets out when we can expect to see the numerous changes coming into force.
As it stands, some measures will come into force once the ERB (which currently awaits Royal Assent) is passed, while some of the more high-profile changes will not be implemented until 2027. However, we also expect to see further activity this Autumn with planned Government consultations on a range of hot topics such as fire and rehire, bereavement leave and zero-hour contracts.
Continue reading for a brief insight into the key dates that you and your business should be aware of.
When the ERB is passed
These measures will come into force once the ERB is passed, or shortly after:
- Repeal of the Strikes (Minimum Service Levels) Act 2023
- Repeal of major parts of the Trade Union Act 2016
- Introduction of protections against dismissals linked to industrial action
- Simplified industrial action notices
April 2026
These measures are expected to come into force in April 2026:
- Day one rights to paternity leave and unpaid parental leave
- Removal of the lower earnings limit and waiting period for Statutory Sick Pay
- Increased whistleblowing protections – reports of sexual harassment to become protected disclosures
- Increase to the maximum period of the collective redundancy protective award
- Simplified trade union recognition process
- Digital and workplace balloting for trade unions
- Establishment of the Fair Work Agency
October 2026
These measures are expected to come into force in October 2026:
- Requirement for employers to take all reasonable steps to prevent sexual harassment
- Requirement for employers to prevent third-party harassment of employees
- Ban on fire and rehire
- Increased rights and protections for trade union representatives
- Increase of time limit for bringing tribunal claims to six months
- Stricter tipping law
- Employers’ duty to inform workers of their right to join a trade union
2027
These measures are expected to come into force in 2027:
- Day one right to protection from unfair dismissal
- Increased rights for pregnant workers
- Day one right to bereavement leave
- Introduction of reasonableness requirement for employers when refusing flexible working requests
- Protections against abuse of zero-hour contracts
- Powers for introducing regulations specifying reasonable steps in relation to employers’ duty to prevent sexual harassment
- Requirement for employers to produce plans detailing steps taken in relation to gender pay gaps and menopause
- Increased protections against blacklisting
Overall, the implementation roadmap is arguably the first major step taken by the Government to clarify the rather complex ERB. Please note that some planned measures still await consultations and further information will be released by the Government as we progress through the delivery timeline set out above.
As always, employers subscribed to our Absolute HR Employment Law Package can expect to receive timely updates as and when important information about the ERB emerges.
If you have queries about this article, please contact a member of the Employment team at Glaisyers ETL.
