Employment Rights Bill – latest developments
Wednesday 22nd October 2025
The Employment Rights Bill (the ‘Bill’) was published on 10 October 2024 and was the first step in the government’s ‘Make Work Pay’ plan, intended to modernise the UK’s labour market and employment practices.
The Bill, which contains 28 proposals for employment law reform, is now in its final parliamentary stages. The House of Lords is due to consider the House of Commons’ rejection of its amendments on 28 October 2025, and the Bill is expected to receive Royal Assent in early November 2025, after which the Bill will become law.
The majority of the substantive provisions will likely take effect in phases between April 2026 and late 2027 following consultations and additional secondary legislation.
Key proposed changes
We have summarised the key changes and expected implementation dates below. This may be subject to further change before the Bill receives Royal Assent.
| April 2026 | Day-one rights for paternity and unpaid parental leave SSP from day one and removal of lower earnings limit Doubling of protective award for redundancy consultation failures Establishing Fair Work Agency |
| October 2026 | Restrictions on fire-and-rehire practices Ban on NDAs in harassment/discrimination cases Expanded trade union access and recognition rights |
| 2027 | Day-One protection from unfair dismissal Guaranteed hours for zero-hours workers Strengthened flexible working rights Collective redundancy threshold changes |
What can employers do now?
Whilst there are no changes expected until 2026, employers should ensure they remain ahead of the curve by keeping updated on the proposed changes and the Bill’s parliamentary journey. Key dates to note are 28 October, when the House of Lords are to vote on amendments to the Bill, and early November, being the expected period for Royal Assent.
During this period of uncertainty, employers are advised to largely maintain their usual practices. Updated training on harassment and related actions may be necessary due to the positive duty for employers to prevent harassment in the workplace, introduced in October 2024 and expected to be expanded by the Bill. Establishing consistent practices now for managing employees closely during the probationary periods may also be beneficial.
We will provide a detailed update on the Bill in due course once the final amendments have been agreed. If you would like more information in the meantime, please contact a member of the employment team.
