01.07.2025

The Government has published an implementation roadmap setting out the expected commencement dates of various measures in the Employment Rights Bill (the Bill), along with further details about when consultations are likely to take place on certain individual measures. 

Planned implementation dates

According to the roadmap, the Government’s rough timeline for phased implementation is as follows:

  • A limited number of measures will take effect two months after the Bill receives Royal Assent (namely, the repeal of the Trade Union Act 2016 and the Strikes (Minimum Services Levels) Act 2023 and extended protections against dismissal for those taking industrial action). For the current status of the Bill, see below.
  • Some changes to employment law will come into force from April 2026 (such as reforms to statutory sick pay, changes to the rules around the trade union statutory recognition process, and changes to make paternity leave and unpaid parental leave day one rights).
  • Further measures are expected to come into force from October 2026 (such as changes to the rules around fire and rehire, strengthening of trade union rights of access and extension of employment tribunal time limits).
  • The introduction of gender pay gap action plans, changes to the rules on zero hours contracts and changes in relation to unfair dismissal law will come into effect in 2027 (April seems likely but has not been confirmed).

For a more detailed look at the proposed implementation dates, see pages 9 and 10 of the implementation roadmap.

Current status of the Bill

The Bill is working its way through the Parliamentary process and is now at the Report stage in the House of Lords (see here). While the Government has been aiming for the Bill to receive Royal Assent before Parliament breaks for the Summer recess later this month, scrutiny of the measures in the House of Lords has taken longer than expected, so it is almost certain to pass into law in September or October 2025.

Consultations 

As set out on page 9 of the roadmap, there will be a small number of technical consultations launched over the Summer (including on day one rights to unfair dismissal), with the first major set of consultations due to be published in the Autumn 2025. This will be followed by a final set of consultations in the Winter (going into early 2026). 

Review of parental leave system

Alongside its roadmap, the Government has launched its full review of parental leave and pay entitlements (as promised in its Plan to Make Work Pay). According to the Government’s press release, this review will look at the whole system – from maternity and paternity leave to shared parental leave – to see how it can work better for parents and employers. For further details about this review, which is expected to take around 18 months, see the terms of reference and call for evidence.

How we can help

Make UK will be launching a brand-new content series over the coming weeks to help HR professionals, legal teams and business leaders get ahead with the Employment Rights Bill. Each spotlight will tackle a key topic in plain English, like unfair dismissal, flexible working and harassment, with expert insight and clear, practical steps. Keep an eye out – we will help you cut through the noise and stay ahead of the changes.

If you are a Make UK subscriber, you can speak to your regular adviser about any queries you may have about the Bill and/or to request further consultancy support.

If you are not a Make UK subscriber, you can contact us for further support. Please click here for information on how we can help your business.