Employment Rights Bill Timeline Unveiled

The Employment Rights Bill, published in October 2024, is moving steadily through Parliament. Having passed the House of Commons, it is now at the Report Stage in the House of Lords.

To support its rollout, the government has released a detailed implementation roadmap, setting out a phased timeline for what is set to be the biggest overhaul of UK employment law in a generation.

Designed to raise living standards and strengthen workplace protections, the reforms are expected to affect around 15 million workers—almost half of the UK workforce.

So, let’s take a closer look at what’s happening and when.

ERB Implementation Timeline

Immediate (once granted Royal Assent)

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and most provisions of the Trade Union Act 2016.

• Enhanced protections against dismissal for workers involved in industrial action.

April 2026

• Removal of lower earnings thresholds and waiting periods for Statutory Sick Pay (SSP). Find out more

• Introduction of day-one paternity and unpaid parental leave.

• New whistleblowing protections come into force.

• Establishment of the Fair Work Agency to oversee enforcement, including inspections and statutory notices.

• Collective redundancy compensation doubled (from 90 to 180 days).

• Trade union reforms, including simplified recognition processes and the introduction of electronic and workplace ballots.

October 2026

• Ban on fire-and-rehire practices.

• Creation of a fair pay agreement negotiating body for adult social care in England.

• New rules to ensure fair tipping arrangements.

• Employers required to take all reasonable steps to prevent sexual harassment, including third-party misconduct.

• Strengthened rights and protections for trade union representatives.

2027

• Day One right to claim unfair dismissal (removing the two-year eligibility period).

• Restrictions on exploitative zero-hours contracts, with requirements for stable working hours.

• Enhanced dismissal protections for pregnant women and new mothers.

• Introduction of bereavement leave.

• Voluntary gender pay gap and menopause action plans (from April 2026).

• Expanded access to flexible working arrangements.

• Clarified employer responsibilities for preventing workplace harassment.

• A modernised framework for industrial relations.

Alongside these measures, further consultations and secondary legislation—including codes of practice developed with Acas—will continue from summer 2025 into 2026.

ERB and Umbrella Company Regulation

This phased roadmap gives employers and recruitment agencies valuable time to review contracts, update working practices, and adapt systems.

Industry conversations about the ERB often overlap with discussions on umbrella company regulation. While they are not the same thing, they are closely connected. The Bill will, for the first time, formally define umbrella companies and bring them under the remit of the Employment Agency Standards Inspectorate, with oversight later transferring to the Fair Work Agency. In doing so, it establishes the legislative framework for future regulations that will influence how umbrella companies operate and how they are monitored.

At Liquid Friday, we’re here to help our recruitment partners stay compliant, minimise disruption, and approach the future with confidence. As these reforms take shape, we’ll continue to inform, advise, and support agencies at every stage of the timeline – ensuring they’re fully prepared for the changes ahead.