Employment Rights Bill… the story so far
This is all in the news at the moment, no one really knows what will be set in stone, however and few dates for your diary;
The Employment Rights Bill is currently going through Parliament. This new legislation will bring some of the biggest changes to UK employment law in decades — with updates rolling out through 2026, 2027, and probably in to 2028.
Important: The law hasn’t changed yet. Current employment rights and responsibilities remain the same until the Bill becomes law.
What’s Changing?
When the Bill is passed, it will update existing laws — including the Employment Rights Act 1996 — and introduce new protections for workers.
Here’s a summary of what’s expected:
Key Dates and Planned Changes
April 2026
- Paternity and Parental Leave:
- Becomes available from day one of employment.
- Rules on taking paternity leave after shared parental leave removed.
- Statutory Sick Pay (SSP):
- Paid from the first day of illness (not the fourth).
- Minimum earnings threshold removed.
- Redundancy Protections:
- Maximum protective award for collective redundancy doubles from 90 to 180 days.
- Whistleblowing and Sexual Harassment:
- Sexual harassment disclosures become protected under whistleblowing law.
- New Fair Work Agency
- A new enforcement body will oversee areas like holiday pay and SSP.
- Strike and Trade Union Changes:
- Removal of “minimum service level” rules for strikes.
- Dismissal for taking part in industrial action becomes automatically unfair.
- Notice period for industrial action reduced to 10 days.
October 2026
- “Fire and Rehire” Practices:
- Dismissing and rehiring staff on worse terms becomes automatically unfair in most cases.
- Harassment Prevention:
- Stronger employer duties to prevent sexual and third-party harassment.
- NDAs can’t prevent workers from disclosing harassment or discrimination.
- Tipping Laws:
- Employers must consult staff on tipping policies and review them every three years.
- Employment Tribunal Time Limits:
- Extended to 6 months for all claims.
- Trade Union Rights:
- New obligations to inform workers about union rights and provide facilities for representatives.
- Public Sector Outsourcing:
- Measures to prevent unfair “two-tier” employment terms.
2027 and Beyond
- Unfair Dismissal: Protection from day one of employment.
- Stronger Pregnancy and Maternity Rights.
- Statutory Bereavement Leave.
- Zero-Hours Contracts: Right to request guaranteed hours.
- Compensation for Cancelled Shifts.
- Flexible Working: Employers must justify refusals in writing.
- Mandatory Gender Pay Gap and Menopause Action Plans.
- Collective Redundancy Protections extended across full organisations.
- Regulation of Umbrella Companies.
What Employers Should Do Now
Although most changes take effect from 2026 onwards, employers should start preparing.
Key steps include:
✅ Reviewing contracts, policies, and staff handbooks.
✅ Planning for paternity, sick pay, and redundancy updates.
✅ Keeping up to date with future changes.
Need Help Understanding the Changes?
As a local recruitment partner, Essential Results can help your business stay compliant and prepared for the new employment laws.
👉 Get in touch with our team today for support with:
- HR and workforce planning
- Policy reviews
- Hiring and retention strategies