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The Employment Rights Bill – Where Are We Now?
The Employment Rights Bill is nearing its final stages in Parliament, with Royal Assent expected in autumn 2025. Once passed, it will mark the most significant shake-up of UK employment law in decades.
Here’s what employers need to know:
➡️ Phased changes will roll out between 2025 and 2027, covering everything from new day-one rights and enhanced whistleblowing protections to changes to collective redundancy rules, stronger rules on harassment prevention, and fair pay.
➡️ Immediate reforms upon Royal Assent will repeal restrictive strike legislation, simplify union rules, and protect employees from dismissal when taking lawful industrial action.
➡️ From 2026, employers will face new obligations around parental leave, sick pay, whistleblowing, collective redundancy, and the creation of the Fair Work Agency.
➡️ From October 2026 onwards, major changes will include a proactive duty to take 'all reasonable steps' to prevent harassment, a ban on fire-and-rehire tactics, extended Tribunal time limits, and the establishment of a Fair Pay Agreement negotiating body.
➡️ By 2027, day-one unfair dismissal rights, zero-hour contract protections, expanded protections for pregnant employees and bereavement leave, mandatory gender pay gap and menopause action plans will be in place.
Action point: Employers should begin reviewing contracts, policies, and HR practices now to stay ahead of these sweeping reforms.