When will the Employment Rights Bill become law? New guidance and timeline

Cybill Watkins, Product Legislation Manager at Zellis Group, details the latest updates to the Employment Rights Bill 2024, and what these mean for HR and payroll teams.

On 1^st July 2025, the government published its implementation roadmap for the Employment Rights Bill.

This roadmap sets out anticipated commencement dates for different parts of the Bill – detailing when HR professionals should expect to see employment law changes take place on the ground.

It is designed to give employees stronger protections and more stability, while helping employers navigate the months ahead with more clarity.

In this blog

What’s changing and when: Key implementation dates

Next steps for employers

Conclusion and key takeaways

What’s changing and when: Key implementation dates

April 2026

Several new entitlements and administrative changes will take effect from April 2026, including:

• Day one paternity leave and unpaid parental leave: New ‘day one’ rights to unpaid parental leave and statutory paternity leave will apply. This move reflects the government’s determination to boost protections for employees, enabling them to make more confident and timely plans around family responsibilities.
• Enhanced whistleblowing protections: Whistleblowers will benefit from stronger legal safeguards and broader protections against retaliation.
• Statutory sick pay (SSP) improvements: The government is removing the Lower Earnings Limit and the three-day waiting period. This means that the eligibility for SSP widens.
• Simplified trade union recognition process: The process for trade union recognition will be streamlined, as the government introduces electronic balloting and workplace-based balloting.
• Fair Work Agency established: A new regulatory body will be created to oversee compliance with fair work practices, arbitrate disputes, and will help enforce key elements of the Employment Rights Bill.

October 2026

• Ban on unscrupulous fire and rehire practices: Employers will be prohibited from using dismissal and re-engagement as a negotiation tactic during contract disputes.

• Tightened tipping law: Employers will be legally obliged to ensure all tips, gratuities, and service charges are passed on to employees without any deductions (other than tax).

• Workplace sexual harassment: Employers will be legally obliged to take “all necessary steps” to prevent sexual harassment of their employees.

• Expanded rights and protections for trade union representatives: New rights will include broader protections against dismissal for taking part in industrial action.

2027 and beyond

• ‘Day one’ unfair dismissal rights: All employees, regardless of length of service, will be entitled to protection from unfair dismissal from ‘day 1’. This includes the statutory probation period.

• Zero-hour contract protections: Employers will face new restrictions on the use of zero-hour arrangements, with mandatory compensation for cancelled shifts and a right to request predictable hours.

• Pregnancy protections and bereavement leave: Expanded rights for pregnant employees and statutory bereavement leave will be introduced.

• Mandatory gender pay gap and menopause action plans: Gender pay gap and menopause action plans will be introduced on a voluntary basis in April 2026, becoming mandatory in 2027.

Next steps for employers

While many of the reforms listed above are still some distance away, the government’s roadmap offers clarity, and a valuable opportunity for employers to get ahead of the curve. Here are some factors they should consider:

Review current policies and agreements: Start with a gap analysis of your current employment contracts, handbooks and HR policies.

Upskill managers and HR teams: The expansion of statutory rights will require line managers to be upskilled in everything. This includes day one paternity leave, understanding new zero-hour contract protections, and more. Training programmes should be introduced ahead of implementation deadlines.

Prepare for cultural change: Some reforms, especially those relating to sexual harassment, demand more than legal compliance. They call for a shift in workplace culture.

Monitor consultations: Engage with consultations where relevant, either directly or through representative bodies. This will help shape the practical implementation of new laws.

Plan for payroll changes: Reforms to Statutory Sick Pay (SSP) will increase costs. SSP will be payable from the first day of absence, removing the current three-day waiting period. To accommodate these changes, payroll systems will need to be updated. HMRC should engage with both developers and employers to ensure a smooth transition.

Final thoughts

The Employment Rights Bill marks a significant and long-term shift in how workplace rights are defined in the UK. While many of its provisions are still evolving, the government’s roadmap offers employers some much-needed clarity and structure, helping them identify and implement necessary updates ahead of the new laws coming into effect.

Key takeaways

• Stronger worker protections will be introduced from April 2026. This includes expanded rights for trade union representatives, a ban on fire and hire tactics, and greater measures to prevent sexual harassment.
• Employers should act now by reviewing policies and upskilling staff to prepare for upcoming reforms.
• The government’s roadmap – published July 1^st 2025 – provides employers with a concrete sense of when and how new measures will be rolled out, helping them ensure compliance.

Stay tuned for more legislation updates

As always, we’ll continue to provide updates on the Employment Rights Bill and other legislation affecting HR and payroll professionals, to help you stay informed.