Labour’s Employment Rights Bill: A Timeline Breakdown of Worker Gains — What’s Happening and When
The UK’s Employment Rights Bill — widely described as the most significant overhaul of labour law in a generation — has now completed its passage through Parliament and is poised to become law. With Royal Assent expected imminently, the government has confirmed that the wide-ranging reforms it contains will come into force in phases from late 2025 through 2027. This timeline matters: businesses, HR teams and workers alike need clarity on when each major change takes effect and what it means in practice. Parliament News+2Make UK+2
🗓 Late 2025 — Royal Assent & Immediate Reforms
Once the Bill receives Royal Assent — expected before the end of 2025 — a handful of changes will start almost immediately or within two months: Make UK
➡️ Immediate / Shortly After Royal Assent
- Repeal of strike-limiting laws such as the Strikes (Minimum Service Levels) Act 2023.
- Roll-back of key parts of the Trade Union Act 2016 (including political fund ballot requirements).
- Stronger protections for employees taking lawful industrial action.
These early changes signal the government’s intent to strengthen trade union rights and industrial action protections straight away. Make UK
📅 April 2026 — Core Worker Rights Begin
This is the first major implementation milestone — where a suite of rights that directly affect millions of workers come into force. Make UK+1
Key Changes from April 2026
✔️ Statutory Sick Pay (SSP)
- Workers will be entitled to SSP from day one, and eligibility will be extended by removing the lower earnings limit. oandk.co.uk
✔️ Family Leave Rights
- Paternity leave and unpaid parental leave become rights from the first day of employment. oandk.co.uk
✔️ Whistleblowing Protections
- Protections for workers reporting wrongdoing — including sexual harassment — are strengthened. oandk.co.uk
✔️ Fair Work Agency Established
- A new body will be launched to enforce employment rights and support workers in disputes. oandk.co.uk
✔️ Collective Redundancy Protections
- Maximum protective awards for failures in redundancy consultation will increase. oandk.co.uk
✔️ Trade Union Reforms
- Simplified processes for union recognition and new balloting rules are scheduled. oandk.co.uk
This is the first big wave of changes that will affect most employers and employees in everyday working life. oandk.co.uk
🍂 October 2026 — Second Phase Implementation
Later in the year, more substantial reforms are expected, especially around workplace protections and organisational duties: oandk.co.uk
Major October 2026 Changes
✔️ Ban on Fire and Rehire
- Employers will face restrictions on dismissing workers and re-engaging them on worse terms. oandk.co.uk
✔️ Fair Pay Agreements
- Negotiating bodies (like adult social care fair pay agreements) will be established. oandk.co.uk
✔️ Tipping & Harassment Laws
- Harder rules on tipping practices and stronger duties to prevent sexual and third-party harassment. oandk.co.uk
✔️ Further Trade Union Protections
- Enhanced union access rights and protections for representatives. oandk.co.uk
This phase focuses on boosting workplace fairness, safety and collective bargaining strength. oandk.co.uk
📆 2027 — Major Structural Reforms
Some of the Bill’s most transformative rights will land in 2027, giving employers more time to prepare for broad structural change. oandk.co.uk
What’s Expected in 2027
✔️ Zero-Hours Contracts Reform
- Exploitative zero-hours contracts will be banned or tightly regulated, with rights to guaranteed hours for regular workers. oandk.co.uk
✔️ Unfair Dismissal Rights Extended
- Protection from unfair dismissal is scheduled to begin from the first day of employment under the Bill’s provisions (though many commentators note this may still be phased in with detailed secondary regulations). oandk.co.uk
✔️ Enhanced Protections for Pregnant Workers & Bereavement Leave
- New leave rights and protections (including for miscarriage and extended pregnancy protections) are expected to take effect. oandk.co.uk
✔️ Flexible Working & Tribunal Changes
- Enhanced flexible working rights and extended time limits for tribunal claims will be introduced. oandk.co.uk
These 2027 changes represent the final waves of labour reforms under the Bill, completing the shift towards expanded worker protections. oandk.co.uk
🧠 Why the Phased Rollout Matters
Rather than flipping a single switch, the government’s phased timeline means employers get time to prepare for major changes — such as rewriting contracts, updating HR policies and retraining managers — while workers progressively gain stronger rights over time. Make UK
However, some of the most talked-about reforms — notably full day-one unfair dismissal protection — are now scheduled later in the timeline or remain dependent on secondary legislation, reflecting ongoing political compromises. Lewis Silkin
📌 Summary Timeline
| When | Key Changes |
|---|---|
| Late 2025 | Royal Assent; trade union & strike law reforms |
| April 2026 | Sick pay day one; family leave day one; Fair Work Agency; whistleblowing; collective redundancy protections |
| October 2026 | Ban on fire and rehire; fair pay bodies; harassment law duties |
| 2027 | Zero-hours reforms; unfair dismissal protections; flexible working & tribunal changes |
Final Thoughts
Labour’s Employment Rights Bill marks a transformative shift in UK employment law. But it is not an overnight change: workers and employers will feel its effects gradually over a period of more than two years. Understanding this timeline — and preparing ahead — will be crucial for businesses and the workforce alike.
