The Employment Rights Bill is the most significant development in UK employment law in decades and the Government has now issued its timeline for implementation.
The big developments for the sector are:
April 2026
- Protective awards for failures to collectively consult increase from 90 to 180 days’ pay
- Day One SSP for all
- Day One Paternity Leave and Unpaid Parental Leave
October 2026
- Reforms to fire and rehire rules
- Requirement to take all reasonable steps to prevent sexual harassment
- Liability for third party harassment
- Time limit for bringing Employment Tribunal claims extended from 3 months to 6 months
Sometime in 2027
- Day One Unfair Dismissal rights
- Guaranteed hours for zero and low hours workers
For more details on the provisions of the Employment Rights Bill see our previous article here.
Having the timeline now published will give the sector time to plan recruitment and workforce strategies. Arguably the 2 most impactful measures are now scheduled to come into force in 2027 rather than 2026 which will be welcome news. Both the changes relating to zero hours contracts and day one unfair dismissal rights will mean less flexibility and higher staff costs for the sector.
For further information, please contact Amanda Trewhella.
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The content of this page is a summary of the law in force at the date of publication and is not exhaustive, nor does it contain definitive advice. Specialist legal advice should be sought in relation to any queries that may arise.
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