The new Government has published an implementation roadmap for the Employment Rights Bill, outlining when various employment law reforms are expected to come into effect, as well as when consultations will take place on more complex proposals. If passed in its current form, this Bill will reshape key areas of employment law, including unfair dismissal, parental leave, zero hours contracts, and trade union rights.
Key Implementation Dates
According to the roadmap, here’s what we know so far about when different parts of the Employment Rights Bill are expected to take effect:
Two months after Royal Assent (likely late 2025):
- Repeal of the Trade Union Act 2016 and Strikes (Minimum Service Levels) Act 2023
- Extended protection against dismissal for those taking part in industrial action
April 2026:
- Reforms to Statutory Sick Pay
- Day-one rights for paternity leave and unpaid parental leave
- Changes to the trade union recognition process
October 2026:
- New rules on “fire and rehire”
- Strengthened trade union rights of access
- Extended Employment Tribunal time limits
From 2027 (likely April):
- Mandatory gender pay gap action plans
- New protections for zero hours workers
- Major changes to unfair dismissal law
For the full implementation timeline, see pages 9–10 of the Government’s implementation roadmap.
Current Status of the Bill
The Bill is currently at the Report Stage in the House of Lords. Although the Government initially aimed for Royal Assent before the summer recess, it now looks set to pass into law in September or October 2025 due to extended scrutiny.
Consultations and Next Steps
Over the coming months, the Government will run a series of technical and public consultations, including:
- Summer 2025: Early consultations on topics such as day-one unfair dismissal rights
- Autumn 2025: First major set of consultations
- Winter 2025 to early 2026: Final consultation phase
Review of Parental Leave and Pay
Alongside the roadmap, the Government has launched a full review of the parental leave and pay system, covering:
- Maternity and paternity leave
- Shared parental leave
- Statutory pay entitlements
This wide-ranging review will take around 18 months and aims to make the system work better for both parents and employers. You can view the terms of reference and call for evidence on the Government website.
How Bhayani Law Can Help
With so many legal changes on the horizon, it’s vital that employers take a proactive approach to workforce planning, policy updates, and training. At Bhayani Law, we’re here to help you navigate these changes confidently and compliantly.
We’ll be publishing regular Employment Rights Bill spotlights breaking down each key topic from unfair dismissal reform to flexible working and zero hours rights with practical advice and downloadable resources.
Need help now?
If you’re unsure how these changes could affect your business or policies, our team of employment lawyers and HR professionals can help you prepare, review contracts and policies, and train your teams.
Get in touch
We support clients through our flexible, fixed-fee Watertight HR & Legal Retainer, offering ongoing advice, template documents, and expert support whenever you need it.
Contact us via www.bhayanilaw.co.uk or call us on 0333 888 1360.
