Timeline for Enactment of Employment Rights Bill, Commencing from Autumn 2025
The Employment Rights Bill, a key component of the Labour government's 2024 election manifesto, is making its way through the final stages of the UK parliamentary process. The Bill, which aims to strengthen workers' rights and protections, is expected to bring significant changes to various aspects of employment law.
The government has set out a roadmap for the implementation of the Employment Rights Bill, with reforms expected to be rolled out in phases. Winter 2025/early 2026 will see consultations on protection against detriments for taking industrial action and blacklisting, among other topics.
Measures expected in April 2026 include the doubling of the maximum period of collective redundancy protective awards, 'day one' paternity leave and unpaid parental leave rights, whistleblowing protections, and the establishment of the Fair Work Agency body.
In addition to these measures, the Bill requires employers to update their employment contracts, policies, and practices regarding pay, flexible working, sick pay, unfair dismissal, industrial relations, gender pay gap, menopause support, and sexual harassment protection.
There is unease about the implementation of the Bill from within British industry, with concerns over additional costs and administrative burdens. However, the government believes people should be able to remain on zero-hours contracts but wants to ensure workers have a right to a contract that reflects hours regularly worked and are given reasonable notice of changes in shifts and compensation for shifts cancelled or curtailed.
After the summer parliamentary recess, the government will seek to shift the narrative and get the Employment Rights Bill onto the statute book before parliament breaks again for the autumn party conference season. The Bill passed through the House of Commons earlier this year and is currently at the third reading stage in the House of Lords, scheduled for the first week after parliament returns from its summer recess.
The Lords amendments seek to ensure that the right to uplift of guaranteed minimum hours should only apply where the employee actually requests this, reducing the administrative burden on employers. The name of the politician who will lead the Employment Rights Bill through Parliament is not explicitly mentioned in the provided search results.
Measures expected in December 2026 include the Mandatory Seafarers Charter. Reforms expected in September/October 2025 include the repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016.
A separate package of employment law reforms is planned in Northern Ireland. Measures expected in 2027 include the 'day one' right – protection from unfair dismissal, gender pay gap and menopause action plans made mandatory, enhanced rights for pregnant workers, and a new industrial relations framework, among others.
Consultations are expected on various topics in late summer/autumn 2025, including unfair dismissal, trade union measures, fire and rehire, bereavement leave, rights for pregnant workers, and zero hours contracts. Measures expected in October 2026 include a ban on fire and rehire, regulations for the Fair Pay Agreement Adult Social Care Negotiating Body, tightening of tipping laws, and strengthening of trade unions' rights of access.
Once the Lords completes its third reading, the Bill is set to enter into a period of parliamentary 'ping-pong', where bills are passed between the Commons and Lords until there is agreement between the houses on their wording. The Bill also includes proposed amendments for a ban on the use of non-disclosure agreements in cases of harassment or discrimination, the addition of bereavement leave as a 'day one' right, and a ban on 'fire and rehire' practices.
The Employment Rights Bill, with its comprehensive reforms, promises to reshape the employment landscape in the UK, providing greater protections and opportunities for workers. As it makes its way through the final stages of the parliamentary process, it remains to be seen how these changes will be received and implemented by businesses and the wider public.
