Government publishes a roadmap for implementing the New Employment Rights Bill: Key take aways for Employers

Yesterday, the Government published a document outlining a staged implementation plan for introducing the changes under the Employment Rights Bill.

The biggest surprise for many has been that the changes to day 1 unfair dismissal rights won’t take effect until sometime in 2027, and the ban on the practice of fire and rehire not coming into effect until October 2026. Undoubtedly the staggered and lengthy delivery of the changes will be a welcome relief for many employers, but it remains that the Bill is likely to receive Royal Assent soon, meaning some changes will take effect this year.

It is important for employers to stay on top of the measures and below we have set out a summary of the key points and implementation dates.

This year (at Royal Assent of the Bill or soon afterwards):

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016
• New protections preventing dismissal for participating in industrial action.
• Simplifying industrial action notices and industrial action ballot notices.

April 2026:

• Doubling the maximum period of the protective award for collective redundancies.
• ‘Day 1’ paternity and unpaid parental leave
• Enhanced whistleblower protections
• Establishing the Fair Work Agency body.
• Improvements to Statutory Sick Pay by removing the lower earnings limit and waiting period.
• Simplified trade union recognition and digital/workplace balloting systems.

October 2026:

• Ban on fire-and-rehire.
• Launching the Fair Pay Agreement Negotiating Body for adult social care.
• Tightening tipping laws.
• Requirement for employers to take ‘all reasonable steps’ to prevent sexual harassment of their employees.
• Introduction of duties on employers not to permit third party harassment of their employees.
• Expanded trade union rights.
• Changes to Employment Tribunal time limits.

In 2027:

• Mandatory gender pay gap and menopause action plans (introduced on a voluntary basis from April 2026)
• New rights for pregnant workers
• Changes to bereavement leave
• Protections against zero-hour contract abuse
• Umbrella company regulation
• ‘Day 1’ unfair dismissal rights.
• Changes to flexible working.
• Changes to the threshold for collective consultation in redundancies.

The Government’s phased introduction gives employers time to prepare, which will include amending workplace systems, practices and policies and providing appropriate training for those working with and implementing policies. Employers should stay alive and engaged with the developments, as failing to do so could leave your organisation exposed to costly tribunal claims, higher compensation awards, and reputational damage.

We are here to support you through the changes to your business by reviewing and updating your policies and procedures to ensure compliance with the legal changes, advising you on concerns or disputes with your workplace, reviewing your employment contracts and offering training to your staff.

We will keep you updated as consultations on the Bill continue this Summer and through 2025 into early 2026, if and when the government publishes promised guidance and/or Codes of Practice. Be sure to return to our website and keep viewing our socials on this subject.

For further information, please contact Hope Flashman-Wells or Louise Brenlund at [email protected] or on 01732 770660.

This article is for general information only and does not constitute legal or professional advice. Please note that the law may have changed since this article was published. We do not accept responsibility or liability for any actions taken based on the information in this article.