This phase-by-phase roadmap outlines when key employment law reforms are currently expected to come into force. While timings may change as consultations conclude and secondary legislation is introduced, it is intended to support employers in staying informed, engaging early, and preparing for forthcoming changes.

Please note that this timeline is subject to change and does not cover every provision in the Employment Rights Act. It focuses on those measures that Bhayani Law considers to be of greatest relevance to the employers we advise.

At Royal Assent

• Repeal of the Strikes (Minimum Service Levels) Act 2023 (which permitted employers in certain key sectors, such as health, transport, and fire and rescue services, to set minimum service levels during strike action)

Soon after Royal Assent (expected early 2026)

• Strengthened protection from dismissal for participation in industrial action

• Simplification of ballot and notice requirements for industrial action

Expected to take effect from April 2026

• Day-one family rights: paternity leave and unpaid parental leave

• Statutory sick pay payable from day one and extended to low-paid workers

• Doubling of the maximum collective redundancy protective award

• Establishment of the Fair Work Agency (FWA) to enforce labour standards

• Simplified trade union recognition process

• Sexual harassment to qualify as a protected whistleblowing disclosure

• Introduction of electronic balloting

Expected to take effect from October 2026

• Restrictions on fire and rehire / fire and replace practices

• Enhanced trade union access rights

• New duty on employers to inform workers of their right to join a trade union

• New rights and protections for trade union representatives

• Extended protection against detriment for taking part in industrial action

• Extension of employment tribunal claim time limits

• Increased employer duty to take “all reasonable steps” to prevent sexual harassment

• Employer liability for harassment by third parties (covering all forms of harassment, not only sexual harassment)

Expected to take effect during 2027

• Reduction of the unfair dismissal qualifying period from two years to six months

• Removal of the statutory cap on unfair dismissal compensation

• Restrictions on zero-hours and low-hours contracts, including guaranteed hours offers

• Right to reasonable notice of working hours and shift changes

• Introduction of equality action plans (on a voluntary basis from April 2026)

• New protections from dismissal for pregnant workers and those returning from maternity leave

• Introduction of statutory bereavement leave

• Strengthening of flexible working rights

• Changes to the threshold for triggering collective redundancy consultation

• Further clarification of what constitutes “reasonable steps” in relation to the duty to prevent sexual harassment

Timing currently unknown

• Prohibition on non-disclosure agreements (NDAs) relating to discrimination and harassment

• Holiday record-keeping requirements (to be enforced by the Fair Work Agency)

• Requirement to name providers of outsourced workers in gender pay gap reports

• Statutory bereavement leave for pregnancy loss before 24 weeks