News July 2025 – Employment Rights Bill – Implementation road map

Another ‘serious’ newsletter this month as we have been given an update on the implantation plan for the Employment Rights Bill.  Doug has kindly outlined what we know at the moment and we will keep you in the loop as things change.

One of the commitments, on which the present Government was elected, was the reform of employment practices through the introduction of the Employment Rights Bill.  The Bill was introduced in October 2024 and proposed significant reforms to a range of measures in an aim to improve job security and enhance workers’ rights.

As our clients know, we were expecting the new law changes to come into effect in April this year.  However, since its introduction, the bill is still being debated in Parliament and key stakeholders (Employers Associations, Trade Unions, ACAS and the CIPD) are being consulted about the introduction of the new measures.

As a result there is continued uncertainty about the timescales involved and due to this we, at Spotlight HR, continue to be asked about when the main measures are likely to be introduced.

The Government recognises that the new provisions cannot just be implemented without any prior preparation.  Prior consultation with all key stakeholders to ensure a full understanding of the proposals, alongside ensuring that codes of practice and implementation guidance are available prior to their introduction is very important.

To aid further understanding of the changes for all businesses and workers, the Government has now published an implementation roadmap.  Essentially, this provides a timetable as to when the consultation on the detail of the changes will take place as well as anticipated commencement dates for the different parts of the Bill. The roadmap does not give any indication as to when the Bill is likely to receive Royal Assent and at present all we know is that it is likely to be towards the end of the year.

The key anticipated implementation dates are shown below.

Following Royal Assent

  • Repeal of much of the existing legislation concerning strike action and replacing it with new procedures

April 2026

  • Introduction of Day 1 Paternity Leave and Unpaid Parental Leave
  • Introduction of Whistleblowing protections
  • Fair Work Agency body to be established
  • Statutory Sick Pay – The lower earnings limit and three-day waiting period will be removed
  • The trade union recognition process will be simplified

October 2026

  • Fire and rehire provisions to be introduced
  • Tipping law to be strengthened
  • Employer duty to inform workers of their right to join a trade union to be introduced
  • Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees, including by third parties
  • Introduction of new rights and protections for Trade Union representatives
  • Employment tribunal time limits to be changed

2027 onwards

  • Gender pay gap and menopause action plans to be introduced
  • Rights for pregnant workers to be changed
  • Flexible working changes to be introduced
  • Bereavement leave introduction
  • Introduction of Day 1 right for protection from unfair dismissal

 

We will continue to monitor developments and keep you informed of the detail of the changes and provide guidance for implementation. Although at first glance some of these changes may not seem to be of too much concern, most of them will be of great importance to businesses and it will be very important to examine the detail.  Please do not hesitate to contact us if you require any further information.

hello@spotlighthr.co.uk