The Employment Rights Bill (ERB) is currently progressing through the UK Parliament and is expected to bring wide-ranging reforms to employment and trade union rights across the UK. This post provides a detailed update on where the Bill stands, what changes it will introduce, and when those changes are expected to take effect.

Current Status of the Employment Rights Bill

As of July 2025, the Employment Rights Bill is at the Report Stage in the House of Lords. This stage allows for a thorough review of amendments and proposed changes. Once completed, the Bill will proceed to its Third Reading in the Lords.

After that, the Bill may undergo further scrutiny and debate between the House of Commons and House of Lords before it receives Royal Assent, at which point the legislation becomes law.

Key Employment Law Changes at Royal Assent (Expected in 2025)

Some of the most immediate reforms will take effect either upon Royal Assent or shortly afterward. These include:

• Repeal of the Strikes (Minimum Service Levels) Act 2023
• Repeal of most provisions in the Trade Union Act 2016
• Removal of the 10-year ballot requirement for trade union political funds
• Simplification of industrial action notices
• Stronger protections against dismissal for participating in industrial action

These changes signal a significant shift in how industrial action and trade union activity are regulated.

April 2026: Major Employment Law Changes

The second phase of implementation begins in April 2026, including several key workplace rights:

• Day 1 rights for Paternity Leave and Unpaid Parental Leave
• New Whistleblowing protections
• Doubling of the protective award period in collective redundancies
• A new Fair Work Agency to oversee fair labour practices
• Reforms to Statutory Sick Pay (SSP), including:
  • Removal of the Lower Earnings Limit
  • Elimination of the waiting period
• Simplified trade union recognition processes
• Introduction of electronic and workplace balloting

October 2026: Workplace Harassment and Trade Union Access

Further protections will come into force in October 2026, with a strong focus on fair treatment and preventing workplace abuse:

• New rules on fire and rehire practices
• Tipping law reforms
• Procurement two-tier workforce code
• Stronger protections against workplace harassment, including:
  • Requiring employers to take “all reasonable steps” to prevent sexual harassment
  • Preventing harassment by third parties
• New obligations on employers to inform workers of their right to join a trade union
• Extended rights and protections for trade union representatives
• Employment tribunal time limits extended
• Strengthened protections for taking part in industrial action

Employment Law Reforms in 2027

The final phase of the Employment Rights Bill will be implemented in 2027, with a focus on closing long-standing gaps in UK employment protections:

• Voluntary gender pay gap and menopause action plans (from April 2026)
• Enhanced rights for pregnant workers
• Defined employer responsibilities for preventing sexual harassment
• Regulation of umbrella companies
• Banning blacklisting practices
• Modernisation of industrial relations frameworks
• Reforms to collective redundancy consultation thresholds
• Stronger flexible working rights
• Bereavement leave entitlements
• New protections against unfair dismissal from Day 1
• Regulations to end exploitative use of Zero Hours Contracts, also extended to agency workers

What Employers and Employees Should Expect

The Employment Rights Bill represents one of the most comprehensive overhauls of UK employment law in decades. Employers should begin preparing now by reviewing internal policies and procedures to ensure compliance with the upcoming legal changes.

If you would like to know more about any part of the ERB, please get in touch.