This phase-by-phase roadmap shows when key reforms are expected to take effect. While the timeline may shift as consultations and the parliamentary process unfold, it’s designed to help employers stay informed, engage early, and prepare for what’s coming.
Soon after Royal Assent (Expected Winter 2025)
- Protections from dismissal for participating in industrial action
- Simplification of ballot and notice rules for industrial action
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 to enforce labour standards
- Simplified trade union recognition
- Sexual harassment will count as a whistleblowing qualifying disclosure
October 2026
- Restrictions on fire-and-rehire
- 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
- Extending protections against detriments for taking industrial action
- Extended tribunal claim time limits
- Increased protections against harassment and sexual harassment
During 2027
- Restrictions on zero-hours contracts
- Right to reasonable notice of shifts and shift changes
- Day-one unfair dismissal rights, with new statutory probation period rules
- Equality action plans
- New protections for pregnant workers and those returning from family leave
- Bereavement leave
- Strengthening of flexible working rights
- Change to threshold triggering collective redundancy consultation