Employment Rights Bill: implementation roadmap published
The Government has confirmed when the major changes will take effect, with phased implementation running into 2027.
Update on progress
The Employment Rights Bill completed its Committee Stage in the House of Lords on 24 June 2025. The Report Stage is scheduled to begin on 14 July 2025, with the Third Reading to follow before the Bill returns to the House of Commons for approval of any changes.
Given the upcoming summer recesses (Commons from 22 July and Lords from 30 July), Royal Assent is not expected until late September or early October 2025.
Implementation roadmap published
The Government has now published an implementation roadmap for the Bill, setting out a proposed phased timetable for bringing the measures into force. This confirms that:
As soon as the Bill becomes law, some existing rules that restrict the right to strike will be scrapped. At the same time, stronger legal protections will be introduced to make it harder for employers to dismiss workers for taking part in strike action.
From April 2026, the Government intends to implement:
- Day-one rights to paternity leave and unpaid parental leave
- The removal of the lower earnings limit and waiting period for statutory sick pay
- Enhanced whistleblowing protections
- Doubling the maximum protective award for collective redundancies
- The launch of the new Fair Work Agency
- Trade union reforms including simplified recognition procedures and changes to balloting
From October 2026, the following measures are expected:
- Restrictions on unfair ‘fire and rehire’ practices
- Statutory protections for tips
- Employer duty to take all reasonable steps to prevent sexual harassment, including third-party harassment
- Further trade union protections (including against detriment for taking industrial action)
- Extended time limits for bringing tribunal claims
From 2027, the final tranche of changes will take effect, including:
- Day one unfair dismissal rights
- Enhanced dismissal protections for pregnant women and new mothers
- New protections for zero-hours workers and improved access to flexible working
Further consultations are planned from this year into next, and the Government has stated that clear guidance will be published ahead of implementation to support employers.
Next steps
The roadmap gives employers greater certainty about the likely timetable and confirms that many of the most far-reaching changes are still some way off. However, the direction of travel is now clear, and early planning will be vital once Royal Assent is granted.
We will continue to monitor developments and provide further updates.