Employment Rights Bill - Implementation Dates

The Government has released its roadmap outlining how it will deliver the Employment Rights Bill through the plan to ‘Make Work Pay’. Changes are set to take place from April next year and will be rolled out in stages, culminating in 2027.

This once in a lifetime change to legislation will be applicable across the board to most businesses, so ensure your contracts and documentation are up to date to avoid the risk of costly legal litigation.

Talk to a member of our expert advisory team on 0808 501 6650.

• Employment Rights Bill Implementation Due April 2026

• Employment legislation due for October implementation

• Employment law changes coming into enforcement in 2027

Exactly when will the new employment rights bill be implemented?

There will be several measures passed immediately, upon approval, this includes the immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and a good portion of the Trade Union Act to 2016. The aim behind this is to create better working relationships with unions and prevent the need for strike action.

There will also be protections put in place against dismissal for taking industrial action. This is to ensure that workers have the power to defend their rights without the risk of losing their jobs.

Employment Rights Bill Implementation Due April 2026

The following changes form the first major phase of the government’s roadmap and will come into effect as of April 2026.

Collective redundancy protective award

• This doubles the maximum period of the protective award, providing greater financial security for workers when in the position of facing mass redundancies.

Statutory Sick Pay

• The removal of the lower earnings limit and waiting period.

Day one paternity and unpaid parental leave

• This change is designed to support working families from the first day of employment.

Improved whistleblowing protections

• This change is designed to support workers in reporting wrongdoing, without the fear of retaliation from their employer.

Trade union measures

• Simplifying trade union recognition process and electronic balloting. This is intended to of strengthen both participation and workplace democracy.

The establishment of the fair work agency

• The fair work agency will be established to enforce labour rights as well be a source of promotion for fairness in the workplace.

Employment legislation due for October implementation

The following Employment Rights Bill clauses will be implemented in October 2026.

Trade union measures

• Following on from April, the following stipulations will come into effect regarding trade unions. This includes, greater protections and new rights for trade union representatives. Extended protections against detriments for taking industrial action and strengthening trade unions’ right of access.

Employers to “take all reasonable steps” to prevent sexual harassment of their employees

• This legislation comes into play to ensure a more respectful and safer workplace.

Duty to prevent sexual harassment of employees by third parties

• The third-party duty extends the protections afforded in the new legislation to include all work environments and include all public-facing roles.

End of unscrupulous fire and rehire practices

• This will help protect workers from having new terms and conditions imposed upon them under the threat of dismissal.

Regulations to establish the fair pay agreement adult social care negating body (England)

• This legislation will seek to raise standards and pay in the social care sector.

Tightening tipping law

• The tipping law will be strengthened by mandating consultation with workers. This will ensure a fairer system when it comes to tip allocations.

Employment law changes coming into enforcement in 2027

2027 sees the final phase of the government’s roadmap come into play, with the following pieces of legislation coming into enforcement.

‘Day 1’ right to unfair dismissal

• Removal of the 2-year service clause for unfair dismissal Employees will be covered from the first day of their employment.

Access to flexible working

• Helping people with their work life balance, including family, health and other responsibilities outside of the workplace.

Creation of a modern framework for industrial relations

• Allowing for a fairer approach to workplace relations with more collaboration.

End of exploitative zero hours contracts

• This legislation comes into enforcement to ensure workers have stable working hours available to them and have a predictable income.

Further harassment protections

• This will specify all the reasonable steps that will help determine the measures employers should take to prevent sexual harassment. It will also serve as an enforcement criterion to assess whether an employer has taken “all reasonable steps".

Enhanced dismissal protections for pregnant women and new mothers

• Safeguarding job security during pregnancy as well as, maternity leave and the return-to-work period.

Bereavement leave

• This affords workers time off to grieve, whilst ensuring job security.

Gender pay gap and menopause action plans

• This will be introduced on a voluntary basis in April 2026, becoming effective as of 2027. The aim of this legislation is to promote gender equality and further support women’s health in the workplace.

Need help understanding your responsibilities under the Employment Rights Bill?

Croner are here to support your business during these once-in-a-generation changes to Employment Law. Our expert team is on hand 24/7 to assist with ensuring your business is compliant with these new legislative changes, as they happen.

Call us today on 0808 501 6650.