New ‘roadmap’ for the Employment Rights Bill - five key milestones...

Hailed as ‘the biggest upgrade to rights at work for a generation’, the Employment Rights Bill continues to grind its way through Parliament.

The government was lightening quick out of the blocks in releasing the draft Bill, within 100 days of coming to office. But, as ever, the ‘devil is in the detail’ – and the detail is proving slow work.

So, what’s the latest?

Here are the five key milestones:

‍

1. ‘Day 1’ unfair dismissal rights

The big news: changes are now unlikely to come into force until 2027.

There will be a consultation during Summer/Autumn 2025 on:

• the introduction of ‘day 1’ unfair dismissal rights
• the dismissal process during the proposed ‘statutory probationary period’

‍

2. Autumn 2025

Consultations are expected to take place on:

• dismissal and re-engagement (fire and re-hire)
• zero hours contracts
• bereavement leave
• the regulation of umbrella companies
• stronger rights for pregnant employees
• various trade union measures

‍

3. Winter 2025 to early 2026

Further consultations on:

• collective redundancies
• flexible working
• further trade union measures
• laws around tipping

‍

4. Expected to come into force in April 2026

The following is expected to become law:

• increase in the collective redundancy protective award
• ‘day 1’ rights to paternity leave and unpaid parental leave
• statutory sick pay reforms
• the establishment of the Fair Work Agency
• the introduction of electronic balloting for trade unions

Additionally, ‘equality action plans’ covering the steps employers are taking to address their gender pay gap and support employees going through menopause, are also expected to be introduced on a voluntary basis in April 2026.

‍

5. Expected to come into force in October 2026

These measures are expected to take effect:

• ban on fire and re-hire
• the requirement for employers to take ‘all reasonable steps’ to prevent sexual harassment
• third party harassment protections
• the extension of Tribunal time limits to six months

‍

Comment

The timeline shows the government is seeking and listening to feedback about the additional burden the planned changes place on employers, which is positive.

Also, these timescales are only indicative at present and, subject to the various consultations, may well extend even further.

In the meantime, we can all breathe a huge sigh of relief that unfair dismissal law will not be turned on its head until at least 2027!