On 1st July 2025 the Government published its official roadmap timetable, outlining the rollout of key employment law reforms under the new Bill. These changes will be introduced in phases, with common commencement dates of 6 April and 1 October each year.
Here’s a helpful timeline of what’s coming and when:
✅ At Royal Assent (or shortly after):
- Repeal of the Strikes (Minimum Service Levels) Act 2023
- Changes to rules around industrial action ballots
📅 From April 2026:
- Statutory paternity leave and ordinary parental leave become day-one rights
- Simplified trade union recognition process
- Launch of the Fair Work Agency (FWA), a single enforcement body for core employment rights
- Removal of:
- The lower earnings limit requirement
- The three-day waiting period for Statutory Sick Pay (SSP) eligibility
📅 From October 2026:
- Making “fire and rehire” dismissals automatically unfair in most cases
- Reintroduction of employer liability for third-party harassment
- Strengthened positive duty to prevent sexual harassment, with the requirement to take “all reasonable steps”
📅 From 2027:
- Employers with 250+ employees must publish a:
- Gender pay gap report, and
- Menopause action plan (voluntary from April 2026; mandatory from 2027)
- Day-one unfair dismissal protection for all employees, with a new statutory probationary period
- Right to request flexible working: procedural reforms to simplify the process
- New rights for zero and low-hours workers, including:
- Guaranteed number of hours
- Reasonable notice for shift cancellations or changes
- Enhanced protections against dismissal for:
- Pregnant employees
- Those on or returning from family-related leave
- Expansion of bereavement leave to cover loss of loved ones, not just children
- Reforms to collective redundancy consultation triggers
📌 What this means for employers:
It’s time to start thinking about how these changes may impact your current policies, contracts, and internal processes. Early preparation will help ensure compliance and smooth transitions as each phase comes into effect.
Stay tuned for more updates and guidance as implementation dates approach!