Major Employment Law Reform - GBH Law
The UK Government has published a roadmap for the implementation of the Employment Rights Bill, signaling the next major step in its wide-ranging reform of UK employment law.
The plan outlines a phased timeline of consultation and implementation, with significant changes expected to take effect from 2026 onwards. This is a critical development for employers, HR professionals, and legal advisors alike not only due to the scale of reform, but also because of its phased nature. Below, we’ve outlined what to expect and when.
What’s happening now?
A formal consultation process will run from Summer 2025 to early 2026, engaging key stakeholders including employers, employees, trade unions, and legal professionals. This phase will address detailed policy design and practical implementation considerations.
What happens when the Bill becomes law?
Once the Bill receives Royal Assent (expected in 2026), several trade union reforms and immediate changes will follow:
- Repeal of the Strikes (Minimum Service Levels) Act 2023
- Repeal of much of the Trade Union Act 2016
- Stronger protections against dismissal for participating in industrial action
April 2026: Key reforms begin
From April 2026, we can expect:
- Doubling of the protective award in collective redundancy situations
- ‘Day one’ rights to paternity leave and unpaid parental leave
- Creation of a new Fair Work Agency
- Extra protection for whistleblowers
- Removal of lower earnings limits and waiting periods for Statutory Sick Pay (SSP)
- Electronic and workplace balloting for trade unions
- Amendments to the trade union recognition process
October 2026: Further reforms
- Tightened rules around ‘fire and rehire’ practices
- New statutory duty on employers to take “all reasonable steps” to prevent sexual harassment
- Prohibition on third-party harassment of employees
- Changes to employment tribunal time limits
- Enhanced access rights for trade unions and stronger protection for their representatives
- Employer obligation to inform workers of their right to join a union
Looking ahead to 2027 (phasing to be confirmed)
- Day-one right to protection from unfair dismissal
- Gender pay gap and menopause action plans (voluntary in 2026, potentially mandatory later)
- Strengthened protection for pregnant workers
- Enhanced enforcement on harassment prevention
- Introduction of a modernised industrial relations framework
- Regulation of umbrella companies
- Bereavement leave entitlement
- Curtailment of exploitative zero-hours contracts
- Broader access to flexible working arrangements
What does this mean for employers?
This is one of the most comprehensive overhauls of UK employment law in recent history. The scale and speed of change means early preparation will be key.
Employers should begin:
- Reviewing internal policies to ensure future compliance
- Auditing current sick pay, parental leave, and tribunal practices
- Considering training on harassment prevention and union engagement
- Seeking advice on how proposed reforms might affect contracts, disciplinary procedures, and redundancy processes
Need advice on what these changes mean for your business?
Our team is closely monitoring each stage of this reform. If you’d like a tailored review of how the Employment Rights Bill may impact your organisation or help preparing your HR strategy please contact our Employment Law Team for further guidance.