The Employment Rights Bill is on its way and packed with changes to UK employment law. Now that the Government has published a roadmap, here’s a quick look at the key details so you know what’s coming up and when.
When Will the Bill Become Law?
The Bill is currently going through Parliament and is expected to become law around October 2025. After that, new rules are being phased in - giving businesses time to prepare.
From April 2026
Statutory Sick Pay (SSP)
The Lower Earnings Limit and the waiting period will be removed — meaning more employees will qualify for SSP, and from the first day of absence.
Parental Leave
Employees will have a new right to paternity leave and unpaid parental leave from day 1 of employment, instead of having to be continuously employed for a minimum period of time.
There will also be changes to redundancy laws, whistleblowing protections, the introduction of a ‘Fair Work’ agency, and a package of trade union measures.
From October 2026
Fire & Rehire
Current practices will be ended, with new rules designed to apply only in exceptional circumstances. There will be strict limits on how and when employers can ‘fire and rehire’ workers under revised terms and conditions of employment.
Sexual Harassment
Employers will have a new duty to take ‘all reasonable steps’ to prevent sexual harassment in the workplace.
Tipping Practices
Consultation with workers will be mandated to ensure fairer allocation of tips.
Employment Tribunals
Changes will be made to time limits for bringing claims.
Other measures include: strengthening and extending trade-union and strike related protections; introducing an obligation on employers not to permit the harassment of their employees by third parties.
From 2027
‘Day 1’ Right to Protection From Unfair Dismissal
For all workers, from the start of employment.
Zero Hour Contract Reforms
New provisions for zero hours contracts to provide workers with more stable hours and predictable income.
Flexible Working
Improved access, intended to help people balance work with family, health, and other responsibilities.
2027 will see changes to several other areas. These include: bereavement leave; dismissal protections for pregnant women and new mothers; and further harassment protections.
What This Means for Your Business
The Employment Rights Bill is one of the most significant overhauls of UK employment law in decades and, while we’ve covered some of the key provisions, there is a lot in it for employers to get to grips with.
We’re here to help. Our HR Partners work directly with SMEs like you, to make sense of these changes and how they apply to your individual business.
Get in touch and we’ll connect you with one of our trusted HR Partners for expert guidance and advice.
