Published: July 2025
Author: Clare Baker (Lynx Employment Legal)
Introduction
In a bold move to reshape the UK’s workplace landscape, the government has unveiled a sweeping Employment Rights Bill — the most significant update to workers’ rights in a generation. With Royal Assent expected this autumn, a detailed implementation roadmap has now been published, setting out a two-year schedule for changes that will impact employers, employees, unions, and HR professionals across every sector.
So what’s coming, when, and how should you prepare?
At a Glance: Key Dates and What’s Changing
Autumn 2025 – Royal Assent Measures
As soon as the bill becomes law:
- Repeal of the Minimum Service Levels Act (2023) and major parts of the Trade Union Act (2016)
- Simplified balloting for industrial action and protection from dismissal while striking
- Boosted freedom of association and political engagement rights for unions
Why it matters: A clear signal that the government aims to reset industrial relations in favour of collective bargaining and worker protection.
April 2026 – Phase One Implementation
Big shifts begin in earnest:
- Statutory Sick Pay reform: ends the 3-day waiting period and removes the lower earnings limit
- Whistleblowing protection extended to include third-party sexual harassment reporting
- Day-one rights to unpaid parental and paternity leave
- Creation of the Fair Work Agency, replacing existing enforcement bodies
Why it matters: This will benefit over a million low-paid or insecure workers, and encourage early transparency around workplace culture and family support.
October 2026 – Phase Two Implementation
- A ban on fire-and-rehire practices
- Employers must take “all reasonable steps” to prevent sexual harassment
- Time to lodge employment tribunal claims extended from 3 to 6 months
- Strengthened trade union rights of access and representation
Why it matters: Ethical employment practices become mandatory. Time extensions will give workers better access to justice.
From 2027 – Phase Three Implementation
- Day-one right not to be unfairly dismissed (with new, streamlined probation period rules)
- Day-one right to request flexible working
- End of exploitative zero-hours contracts
- Mandatory gender pay and menopause action plans
- Regulation of umbrella companies in supply chains
Why it matters: A radical levelling of the playing field for temporary, gig, and part-time workers – with stronger guardrails for equality and security.
What Should Employers Do Now?
- Audit current policies – especially around flexible working, parental leave, dismissal processes, and harassment training.
- Train line managers and HR on upcoming protections and consultation obligations.
- Engage with unions early, where applicable, to review workplace access and representation rights.
- Review contracts, particularly for casual and zero-hours roles, in anticipation of regulatory bans or new compliance rules.
- Monitor updates – especially around the Fair Work Agency’s role and tribunal case law as it emerges.
Final Thoughts
The Employment Rights Bill is a monumental shift – one that redefines the social contract between employers and workers in the UK. Whether you see it as long overdue or complex to implement, one thing is clear: the clock is ticking.
For employers, these reforms represent a significant shift in employment obligations that may require adjustments to existing policies and practices. For employees, the changes introduce a new set of entitlements and protections that could impact the nature of their working relationships.
Contact us at 📧 legal@lynxservices.co.uk or 📞 0330 1755 785.