The Employment Rights Bill: Where are we now?

In what has been described as the most significant overhaul to workers’ rights in a generation, the Government’s Employment Rights Bill proposes changes aimed at strengthening job security, improving working conditions, and modernising employment protections.

First introduced in October 2024, the Bill has since undergone a period of public consultation and Parliamentary scrutiny, which has shaped its current form.

Consultation Progress

Following its publication, the Employment Rights Bill was subject to a series of public consultations designed to gather views from employers, trade unions, legal experts, and workers’ rights groups.

These consultations were held between November 2024 and February 2025.

In March 2025, the government published its formal responses, confirming that the majority of proposals had received support, with some technical adjustments made in response to feedback.

Roadmap

As of July 2025, the Bill has passed through the House of Commons, incorporating several amendments shaped by stakeholder consultation. It is now undergoing final scrutiny in the House of Lords.

On 1 July 2025, the government published an Implementation Roadmap, setting out a phased timeline for the introduction of the new measures:

April 2026:

• Statutory sick pay will become available from day one of illness.
• Parental leave will become a day-one entitlement.
• The Fair Work Agency will be established.
• Enhanced protections will be introduced for collective redundancies.
• Strengthened safeguards against third-party harassment will take effect.
• Support for whistleblowers will be improved.

October 2026:

• “Fire and rehire” practices will be made unlawful.
• Trade union rights will be strengthened.
• Guidelines for the distribution of tips will be reviewed.
• The deadline for lodging an employment tribunal claim will be extended from 3 to 6 months.

2027:

• A day-one right to protection from unfair dismissal will be introduced.
• Pregnancy and maternity rights will be expanded.
• Bereavement leave entitlements will be enhanced.
• Reforms to zero-hour contracts will be implemented, including a new legal right to request guaranteed hours.

What’s Next?

While the government continues to engage with stakeholders to finalise technical details, the upcoming changes are confirmed and will begin taking effect from April 2026.

In preparation, our team of HR Advisors are actively reviewing relevant policies and procedures to ensure you are fully informed, well-supported, and ready for the changes ahead.

Over the coming months, we’ll be publishing a series of articles that take a closer look at each of the anticipated changes under the Employment Rights Bill. These articles will provide practical insights into what the changes involve, what they mean for your business, how you can prepare, and how Stallard Kane will support you throughout the process.

If you have any questions or concerns in the meantime, please don’t hesitate to contact your dedicated HR Advisor and our HR team (hr@skaltd.co.uk) — we're here to help.