Get the latest updates regarding the Employment Rights Bill and understand what it means to you as an employer.
On the 13th June 2024, Labour announced their plans to 'Make Work Pay'. The Employment Rights Bill is set to make 28 changes to the existing employment law. Designed to deliver economical security, and growth to businesses, workers and communities.
These changes will impact employers up and down the country, and getting them wrong could land you in a costly employment tribunal claims with the average cost of £11,914.
Our employment law experts are on hand to help you navigate the new changes and ensure that your business is remaining compliant.
Employment Rights Bill Legislation Has Now Been Passed. Download Our Free To Use Key Dates Implementation Roadmap today.
The Government has delayed the requirement for employers to provide their employees with written statement regarding their right to join a trade union until January 2027. This delay has been put in place to give employers more preparation time.
Other trade union reforms, such as increased right of access are scheduled to go ahead as planned on October 30th 2026.
The Fair Work Agency (FWA) was created on April 7th 2026 to enforce the Employment Rights Act 2025 as well as being the new public enforcement body for workplace rights such as the minimum wage (expected to assume full enforcement from April 2027), employment agency regulation, and modern slavery. It will also take on state enforcement of statutory sick pay and holiday pay. It has the power to carry out both scheduled and unannounced inspections.
Non-compliance could leave employers with fines of up to £20,000 per worker. Serious breaches could result in criminal prosecution, such as in the case of (but not limited to) forced labour or breaches of license.
From 30th October 2026 Employers will have to take all reasonable steps to prevent sexual harassment. This will require a proactive approach to management of risk factors, as well as actively planning and documenting preventative measures put in place.
Liability is also extended to harassment carried out by third parties, including (but not limited to) customers, clients, patients and contractors.
Changes to electronic and workplace balloting for statutory trade union ballots introduced August 25th 2026.
Electronic and workplace balloting measures for recognition and derecognition ballots will come into play in 2027.
Employment tribunal time limits increased from three months to six months.
Greater protections and new rights for trade union representatives.
Extended protections against detriments for taking industrial action.
Strengthening trade unions’ right of access.
Employers need to show that they have taken ALL reasonable steps to prevent sexual harassment.
Employers liable for harassment of their employees by third parties.
Introduction of a power enabling the Government to make regulations at a later date.
The regulations detailing what is defined as 'ALL reasonable steps', are set to be introduced in 2027.
Changes to the current Statutory Sick Pay system plans to support employees through their illness, and allow them to take the time they need to recover with financial security.
Are you ready for the biggest changes in a generation? Take a look at our download here to learn all about the changes.
Changes to the way unfair dismissal works has left a lot of employers asking what this change means for them, and how it will affect their existing processes.
Are you up to date with the Employment Rights Bill changes and what it means to your business? Test your knowledge with our Employment Rights Bill Risk Checker Questionnaire.
Speak to one of expert employment law consultants today for fully compliant advice.
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