The Employment Rights Bill (ERB) is set to bring in the most significant reforms to UK employment law for more than 20 years. The government will implement the changes in phases. The Department for Business and Trade has published a policy paper, “Implementing the Employment Rights Bill: our roadmap for delivering change”, which outlines the planned timetable for consultations and implementation of the key measures in the ERB.
Our at-a-glance tables set out the key expected milestones, starting from consultations through to measures coming into force over the next two years.
Timetable for expected consultations
| Date | Key consultations |
| Summer – Autumn 2025 | Day-one unfair dismissal rights Statutory probationary period dismissal processes |
| Autumn 2025 | Trade union reforms: electronic/workplace balloting, simplified recognition, duty to inform of the right to join, access rights New Acas Code of Practice for trade union representatives Dismissal and re-engagement (“fire and rehire”) practices Umbrella company regulation Bereavement leave Increased rights for pregnant workers Crackdown on exploitative zero hours contracts |
| Winter 2025 – early 2026 | Further trade union protections (e.g. detriment for taking industrial action, blacklisting) Tipping law reforms Collective redundancies Flexible working |
Timetable for the implementation of key measures
| Date | Expected measures to come into force |
| Autumn 2025 | The following measures will come into force on, or soon after, Royal Assent: Repeal of parts of the Trade Union Act 2016 (reducing ballot and notice requirements, and other procedural barriers) Repeal of the Strikes (Minimum Service Levels) Act 2023 (removing requirement that a minimum level of service be provided during a strike in six specific sectors) Protection from dismissal for taking industrial action Simpler industrial action ballot notices |
| April 2026 | Collective redundancy protective award period to increase (from maximum of 90 days’ pay to 180 days’ pay) Day-one rights to paternity and unpaid parental leave Whistleblowing protections (detail to be confirmed, but we expect this to be the point at which sexual harassment reports will become protected disclosures) Fair Work Agency established Removal of lower earnings limit and waiting period for Statutory Sick Pay Simplified trade union recognition process Electronic/workplace balloting Voluntary disclosure of equality action plans (setting out steps employers are taking to address gender pay and menopause support) |
| October 2026 | Restriction of dismissal and re-engagement (“fire and rehire”) New duty for employers to take all reasonable steps to prevent sexual harassment Requirement for employers to prevent third-party harassment of employees Tribunal time limit extended to six months Trade unions – rights and protections for representatives; duty to inform of right to join; improved rights of access to workplaces Tightened tipping laws |
| 2027 | Day-one unfair dismissal protection New rights for zero hours and low-hours/agency workers (e.g. guaranteed hours contracts, shift notice and compensation for cancelled shifts) Compulsory disclosure of equality action plans, covering steps employers are taking to address gender pay gap and provide menopause support Enhanced rights for pregnant workers New collective redundancy consultation threshold (to be defined in upcoming regulations) Reasonableness test for flexible working refusals Day-one right to bereavement leave |
Key aspects of the ERB will require secondary legislation and regulations, supported by existing (but amended) and new Codes of Practice, as well as official guidance.
The government will bring most changes into force with a common commencement date of 6 April or 1 October. The government has confirmed it will release further details on specific policies and implementation timelines following the outcome of related consultations.
While the roadmap outlines the government’s initial timeline for key reforms, it emphasises that this is subject to change. It plans a wide-ranging consultation process and the feedback it receives may influence both the content and timing of secondary legislation. Notably, we expect the consultation on the proposed day-one right to protection from unfair dismissal to launch shortly.
To support employers, workers and trade unions, the government will issue practical guidance and ensure there is adequate time to review and prepare before new measures take effect. Further adjustments to the ERB’s planned reforms are likely as consultations progress.
We will keep you informed of ERB developments via our blog.
