The government has published its roadmap for implementation of the ever evolving Employment Rights Bill.
In the latest announcement, the government has undertaken that significant changes will begin to take effect from as early as April 2026.
Under the first phase of changes, set to be introduced as soon as the Bill has passed, the government has set out that there will be immediate key changes to trade union rules including repeal and removal of certain trade union legislation, as well as stronger protections against dismissal for worker’s taking industrial action.
The next major changes are set to come into force from April 2026. These will include the introduction of the much-discussed ‘Day One’ paternity leave rights; establishment of the Fair Work Agency; increased protections for whistleblowers; and removal of the lower earnings limit for eligibility for statutory sick pay.
From October 2026, a further set of changes are set to take effect. These include new requirements to prevent sexual harassment; measures to ban the ‘fire and hire’ practices; and further trade union protections including workers protection from detriment for taking industrial action.
Perhaps one of the biggest takeaways from the government’s announcement is what will not come into effect next year. The now infamous ‘Day One’ right to protection from unfair dismissal will not be enforceable until 2027 at the earliest. The same is true for enhanced protections for pregnancy woman and improved access to flexible working.
What can I expect as an employer?
As part of its roadmap, the government has reiterated its commitment to providing clear and comprehensive guidance to help employer’s navigate the changes. It is said that ACAS will be heavily involved in guiding businesses on the new employment law framework.
Employers will nevertheless need to be live to the significant changes set to take effect in stages from April 2026. Whilst it may feel some time away, businesses will need to understand what steps they should take in advance of next Easter to ensure compliance with the new legislation.
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Our experienced employment specialist solicitors can provide you with clear and practical expert advice on the Employment Rights Bill as it takes effect over the next two years. Whether you require ongoing HR advice and support from experienced employment law solicitors, or a one-off consultation to review your documentation and procedures in advance of the first set of changes, our team is happy to help. Contact us today to arrange an initial call.
