Employment Rights Bill: Timeline Delays and What They Mean for You 

This article was updated in December 2025 to reflect the fact the Employment Rights Bill has become law.

Has the Employment Rights Bill come into force?

The Employment RIghts Bill recieved Royal Assent on 18th December 2025. Most of the changes the Bill has introduced will happen across 2026 and 2027.

However, one change has taken effect immediately. Minimum service levels for strikes have now been removed. This repeals provision introduced by the Strikes (Minimum Service Levels) Act 2003, which was aimed at keeping essential services like healthcare, education, transport and more running during strikes.

What does the timeline now look like for the Employment Rights Bill?

Now the Emloyment Rights Bill has recieved Royal Assent, the rest of the measures in the bill will be phased in gradually, expected to follow this timeline:

February 2026

• More measures for trade unions will be introduced, including reducing the notice of industrial action needed from 14 days to 10; removing the need for picket supervisors; and a simple majority neededed to vote for industrial action, among other measures.
• Dismissal for taking part in industrual action will be considered automatically unfair.

April 2026

• Statutory sick pay changes will take effect. SSP will be paid from the first day of illness, not the fourth, and workers will no longer have to earn a minimum amount to be eligible.
• Paternity leave and ordinary parental leave will become a day one right. Currently, you must have worked for your employer for 26 weeks before you can give notice of leave. Also, the current restriction on taking paternity leave after shared parental leave will be abolished.
• The maximum protective award for failure to consult in collective redundancy situations will change to 180 days’ pay, up from 90.
• Whistleblowers who make a disclosure of sexual harassment will be protected from unfair dismissal and detriment.
• Employers will need to create action plans to close pay gaps around gender and menopause. Though voluntary in 2026, they will become mandatory in 2027.
• More trade union changes will take place, allowing members to vote electronically and simplifying how they can gain recognition in workplaces.
• The Fair Work Agency will be set up, bringing together enforcement bodies and enforcing more employment rights, including holiday and statutory sick pay.

October 2026

• Dismissing someone only to rehire them with worse terms (‘fire and rehire’) will become automatically unfair dismissal for most cases.
• Employers will become responsible for all kinds of harassment from third parties such as customers, clients or contractors, unless they have taken ‘all reasonable steps’ to prevent it happening. In terms of sexual harassment, employers will need to take ‘all reasonable steps’ to prevent it, a change from the current law which states only ‘reasonable steps.’
• It’s also expected the law will change around non-disclosure agreements, voiding clauses preventing workers from disclosing harassment and discrimination.
• Tipping laws will change. Employers must update their tipping policy at least every three years, consulting with workers before the policy is created.
• The time limit for bringing about a claim at an employmenet tribunal will double from 3 months for most claims to 6 months.
• Further changes will take place for trade unions, including a duty for employers to inform employees of their right to join; new rules on a union’s right of access; a right to reasonable accomodation for representatives to carry out their duties; and a right to time off for representatives to do their duties.
• Workers taking part in industrial action will be protected against detriment, i.e. being treated less favourably by their employer because of their participation.
• New measures for public sector outsourcing will be introduced, avoding different terms for ex-public sector and private sector employees.
• A new adult social care negotiating body will be set up.

December 2026

• One change, a mandatory charter for seafarers, will be introduced. It will contain higher standards around pay, breaks, job security and health and safety.

2027

• Protection from unfair dismissal will become a right after 6 months of employment, down from the current period of two years.
• Those who are pregnant and returning from maternity leave will have increased protections against dismissal.
• A new right to statutory bereavement leave will be introduced.
• Those on zero-hours contracts will have a right to guaranteed working hours if they wish.
• Workers will gain the right to pay if their scheduled shift is cancelled, cut short, or moved to a new date.
• Employers rejecting flexible working requests due to a genuine business reason will need to state their reasons and why they believe they are reasonable.
• The ‘reasonable steps’ employers must take to prevent sexual harassment will be specified.
• Gender and menopause pay gap action plans will become mandatory for employers.
• In collective redundancy situations, employers will need to consider the total number of redundancies they are making across the entire organisation, not just individual workplaces. And, workers who work on ships that operate from British ports regularly (but are registered outside of Britain) will get more protection from collective redundancy.
• More trade union changes will come into force, including a new industrial relations framework and extending laws that protect members from discrimination or being blacklisted.
• Umbrella companioes will come under the definition of agencies, allowing relavant bodies to enforce more measures.

Please note, some of these changes and the way they will be implemented are still subject to consultations by the government. Visit the Acas site for more information on the Employment Rights Bill and what’s changing.

What happened in July 2025?

In July 2025, the UK government has confirmed that some major parts of its Employment Rights Bill — a key part of its “New Deal for Working People” — would be delayed as part of a new roadmap designed to give businesses more time to prepare, while still delivering stronger protections for workers. 

“The phased timeline is a pragmatic response to business concerns—but let’s be clear: it’s not a reason to hit pause. These reforms are still on track, and employers who wait risk falling behind. The smartest approach is to start laying the groundwork now. Two years may sound like a long time, but from a legal and operational standpoint, it’s tomorrow.” 

—Antony O’Loughlin, General Counsel, Setfords 

So what’s changing, and what does it mean for employers and employees? 

What was delayed? 

Labour originally promised to introduce the Employment Rights Bill within 100 days of entering government, with the new rights being implemented immediately. However, due to pushback from businesses and employer groups, the rollout is now being phased. 

Key aspects of the Bill that are likely to be delayed include: 

• Unfair dismissal rights from six months: Previously, it was announced that workers would recieve protection from unfair dismissal from day one of their employment. As of November 2025, this is no longer going ahead and protection from unfair dismissal will apply after six months of employment from 2027. 

• A ban on zero-hours contracts: This will likely be introduced in 2027, after consultations to define what counts as a “genuine” flexible contract. 

• Guaranteed flexible working: This measure, aimed at flexibility being the default position for employment, will also likely not come into force until later than expected. 

What’s Still Going Ahead Soon? 

Some less complex reforms are still moving forward with the expectation they will come into force in 2026. These include: 

• Removing current limits on statutory sick leave 

• New whistleblowing protections 

• Day-one paternity leave rights 

• Day-one unpaid parental leave rights 

• The end of fire and rehire practices  

• Changes to tipping laws, aimed at allocating tips more fairly 

What Does This Mean for Employers? 

More Time, But Not a Free Pass 

The government has softened the pace, but the direction of travel is clear: stronger worker protections are coming, and businesses must be prepared. 

Employers should: 

• Start planning now: Review contracts, policies, and handbooks to make sure they will reflect the changes when the time comes. 

• Use the time wisely: Update systems for handling flexible working, leave, sick pay, and performance management. 

• Prepare for cultural change: These reforms aim to shift workplace norms. Proactive engagement from employers will go further than reactive compliance. 

What Does This Mean for Employees? 

Gradual Protection, Not Immediate 

For employees, rights like: 

• Flexible working 

• Paternity leave 

• Parental and bereavement leave 

• Stronger sick pay rules 

Are still on track to become available in 2026, offering better security and support from earlier in employment. 

Furthermore, union recognition and access are still set to expand, potentially giving employees more collective bargaining power in the workplace. 

Need help preparing your business for these changes? Our employment law experts are here to guide you through what to do now, what to plan for later, and how to stay compliant every step of the way. Get in touch to discuss your needs.