🧭 Roadmap to Reform: What the Employment Rights Bill Means for Workers and Employers

Published: July 2025
Author: Clare Baker (Lynx Employment Legal)

Introduction

In a bold move to reshape the UK’s workplace landscape, the government has unveiled a sweeping Employment Rights Bill — the most significant update to workers’ rights in a generation. With Royal Assent expected this autumn, a detailed implementation roadmap has now been published, setting out a two-year schedule for changes that will impact employers, employees, unions, and HR professionals across every sector.

So what’s coming, when, and how should you prepare?

At a Glance: Key Dates and What’s Changing

Autumn 2025 – Royal Assent Measures

As soon as the bill becomes law:

Repeal of the Minimum Service Levels Act (2023) and major parts of the Trade Union Act (2016)
Simplified balloting for industrial action and protection from dismissal while striking
Boosted freedom of association and political engagement rights for unions

Why it matters: A clear signal that the government aims to reset industrial relations in favour of collective bargaining and worker protection.

April 2026 – Phase One Implementation

Big shifts begin in earnest:

Statutory Sick Pay reform: ends the 3-day waiting period and removes the lower earnings limit
Whistleblowing protection extended to include third-party sexual harassment reporting
Day-one rights to unpaid parental and paternity leave
Creation of the Fair Work Agency, replacing existing enforcement bodies

Why it matters: This will benefit over a million low-paid or insecure workers, and encourage early transparency around workplace culture and family support.

October 2026 – Phase Two Implementation

A ban on fire-and-rehire practices
Employers must take “all reasonable steps” to prevent sexual harassment
Time to lodge employment tribunal claims extended from 3 to 6 months
Strengthened trade union rights of access and representation

Why it matters: Ethical employment practices become mandatory. Time extensions will give workers better access to justice.

From 2027 – Phase Three Implementation

Day-one right not to be unfairly dismissed (with new, streamlined probation period rules)
Day-one right to request flexible working
End of exploitative zero-hours contracts
Mandatory gender pay and menopause action plans
Regulation of umbrella companies in supply chains

Why it matters: A radical levelling of the playing field for temporary, gig, and part-time workers – with stronger guardrails for equality and security.

What Should Employers Do Now?

Audit current policies – especially around flexible working, parental leave, dismissal processes, and harassment training.
Train line managers and HR on upcoming protections and consultation obligations.
Engage with unions early, where applicable, to review workplace access and representation rights.
Review contracts, particularly for casual and zero-hours roles, in anticipation of regulatory bans or new compliance rules.
Monitor updates – especially around the Fair Work Agency’s role and tribunal case law as it emerges.

Final Thoughts

The Employment Rights Bill is a monumental shift – one that redefines the social contract between employers and workers in the UK. Whether you see it as long overdue or complex to implement, one thing is clear: the clock is ticking.

For employers, these reforms represent a significant shift in employment obligations that may require adjustments to existing policies and practices. For employees, the changes introduce a new set of entitlements and protections that could impact the nature of their working relationships.