This phase-by-phase roadmap shows when key reforms are expected to take effect. While the timeline may shift as consultations and regulations unfold, it’s designed to help employers stay informed, engage early, and prepare for what’s coming. 

Note that this timeline is subject to change and does not include every measure in the Employment Rights Bill; it focuses on measures which we consider to be of most relevance to our members.

At Royal Assent

  • Repeal of the Strikes (Minimum Service Levels) Act 2023 (which allowed employers to set minimum service levels that had to be maintained during strikes in certain key sectors such as health, transport, fire and rescue, etc) 

Soon after Royal Assent (expected early 2026)

  • Strengthened protection from dismissal for participating in industrial action
  • Simplification of ballot and notice rules for industrial action 

Expected to take effect from April 2026

  • Day-one family rights: paternity and unpaid parental leave
  • Statutory sick pay available from day one and for low-paid workers
  • Doubling of collective redundancy protective awards
  • Launch of the Fair Work Agency (FWA) to enforce labour standards
  • Simplified trade union recognition
  • Sexual harassment will count as a whistleblowing qualifying disclosure
  • Electronic balloting

Expected to take effect from October 2026

  • Restrictions on fire-and-rehire/fire and replace
  • Boost to trade union access rights
  • Duty to inform workers of their right to join a union
  • New rights and protections for trade union reps
  • Extended protections against detriments for taking industrial action
  • Extended tribunal claim time limits
  • Increased protections against harassment, including from third parties 

Expected to take effect during 2027

  • Restrictions on zero and low hours contracts (guaranteed hours offers)
  • Right to reasonable notice of shifts and shift changes
  • Day-one unfair dismissal rights, with new statutory probation period rules
  • Equality action plans (with introduction on a voluntary basis from April 2026)
  • New protections from dismissal for pregnant workers and those returning from maternity leave
  • Bereavement leave
  • Strengthening of flexible working rights
  • Change to threshold triggering collective redundancy consultation
  • Clarification regarding what counts as “reasonable steps” in relation to duty to prevent harassment

Timing currently unknown

  • Prohibition on non-disclosure agreements (NDAs) concerning discrimination and harassment
  • Holiday record-keeping requirement (to be enforced by the FWA)
  • Requirement to name providers of outsourced workers in gender pay gap reports
  • Bereavement leave for pregnancy loss before 24 weeks