The Employment Rights Bill is now in its final stages and likely to gain Royal Assent this autumn, followed by a phased implementation. 

With major reforms edging closer, employers will need to adapt quickly. Here’s a summary of what to expect and when, according to the government’s roadmap. 

Autumn 2025 to October 2026

Industrial relations changes: several reforms are expected to come into force, after consultations on some of the packages, including duty to inform workers of their right to join a trade union.

April 2026

• Statutory Sick Pay: SSP to become payable from day 1 of sickness; lower earnings limit to be removed. 
• Day 1 Unpaid Parental Leave and Paternity Leave. 
• Collective Redundancy Payment award: doubling the maximum period of the protective award. 
• Fair Work Agency: the creation of a new public body with an extensive range of enforcement powers.
• Whistleblowing protections - disclosure of sexual harassment: to be added to list of qualifying disclosures. 

October 2026

• Tribunal claim time limits extended: from 3 to 6 months. 
• Stronger duty to prevent sexual harassment, requiring employers to take “all” reasonable steps: although the power to introduce regulations is likely to take effect in 2027, the measures (obligation) will come into force in October 2026. 
• Obligation on employers not to permit harassment of employees by third parties.
• Fire and rehire restrictions: views gathered on updating the Code of Practice during Autumn 2025. 
• Tightening tipping law: consultation expected late 2025 or early 2026. 
• Outsourcing of public services and TUPE: regulations and a code of practice to be introduced to avoid a “two-tier” workforce, and a call for evidence to examine TUPE before coming into force.  

2027

• Day 1 right to claim unfair dismissal, including probationary periods: a day 1 right not to be unfairly dismissed. This will require extensive consultation before implementation. Consultation will include the length of a ‘light touch’ initial probationary period (the government preference is 9 months); the process required to dismiss an employee during this period; and the compensation regime. 
• Flexible working: consultation on stronger employee rights expected to take place winter 2025/early 2026. 
• Pregnancy rights: increased protection against dismissal for women during pregnancy, maternity leave or following a return to work - this will also apply to other forms of family leave such as adoption leave, shared parental leave, neonatal care leave and bereaved partners’ paternity leave.
• Day 1 right to bereavement leave: further consultation on rights for pregnant workers due in autumn 2025. 
• Gender pay gap and menopause action plans: introduced on a voluntary basis from April 2026, then coming into force in 2027.
• Zero hours contracts and predictability: with consultation expected autumn 2025. 
• Collective redundancy changes: following consultation at the end of this year or early 2026. 
• Umbrella company reforms: consultation due to take place before the end of 2025.

No Date yet Announced

• Holiday records: new obligation on all employers to keep records demonstrating compliance with holiday entitlement, including how much leave and pay. 
• Bereavement leave for pregnancy loss: extends the new right to bereavement leave to include pregnancy loss that occurs before 24 weeks of pregnancy.
• Ban on certain non-disclosure agreements.
• Gender pay gap reports to identify contract workers: regulations needed to extend the current reporting, with possible further consultation.  

Whether it’s responsive tools to help keep you compliant and organised, or specific employment-related guidance, WorkSmarter has you covered. Get in touch.