The Government have published their road map for delivering change through the implementation of the Employment Rights Bill. The full document can be accessed here:
https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf
These proposals will see the most significant change in employment law for many years, but it is also recognised that businesses of all sizes will need time to prepare for these changes. Page 9 of the document shows when the changes will come into effect and confirms that this will be on a phased basis. The following is a summary of changes which are most likely to impact on SMEs.
Measures which will become effective from April 2026:
Measures which become effective from October 2026:
Measures that will take effect in 2027 are:
There are more changes in the document specifically in relation to trade union membership and industrial action.
Whilst we wait on the fine detail on the changes, employers can take steps to be prepared. These include:
If you would like any help planning for the forthcoming changes please do not hesitate to get in touch.
Email: [email protected]
https://assets.publishing.service.gov.uk/media/686507a33b77477f9da0726e/implementing-the-employment-rights-bill-roadmap.pdf
These proposals will see the most significant change in employment law for many years, but it is also recognised that businesses of all sizes will need time to prepare for these changes. Page 9 of the document shows when the changes will come into effect and confirms that this will be on a phased basis. The following is a summary of changes which are most likely to impact on SMEs.
Measures which will become effective from April 2026:
- Collective Redundancy Protective Award (doubling the maximum period of protective award)
- Day 1 Paternity Leave and Unpaid Parental Leave (currently 26 weeks for Paternity Leave and 1 year for Parental Leave)
- Statutory Sick Pay removal of lower earnings limit and waiting period (currently 3 unpaid waiting days)
Measures which become effective from October 2026:
- Ending Fire and Re-hire (this means it will be more difficult to enforce changes to contracts of employment)
- Tightening up on tipping law
- Requirement to take “all reasonable steps to prevent sexual harassment” (this takes the duty one step further than current legislation)
- Introducing an obligation on employers not to permit the harassment of their employees by third parties (this will apply to customers and suppliers who have contact with your employers. This is a new legal obligation for employers)
- Extending tribunal time limits
Measures that will take effect in 2027 are:
- New rights for pregnant workers
- New flexible working rights
- Extending statutory bereavement leave (currently the only legal requirement is for Parental Bereavement Leave)
- Ending exploitative zero hours contracts
- Day 1 right for protection from unfair dismissal (currently 2 years’ service is required to make this claim)
There are more changes in the document specifically in relation to trade union membership and industrial action.
Whilst we wait on the fine detail on the changes, employers can take steps to be prepared. These include:
- Ensuring managers and employees are familiar with the legislation on harassment in the workplace
- Assessing the steps which should be taken to protect against third party harassment
- Review sickness absence procedures and budget for increased sick pay due to changes in SSP rules
- Review contracts of employment to ensure they meet the needs of your business as they will be more difficult to change after October 2026
- Review use of Zero Hours Contracts to ensure they are appropriate and not being used to exploit employees
- Ensure your recruitment decisions are robust, and you have an effective probationary period process
If you would like any help planning for the forthcoming changes please do not hesitate to get in touch.
Email: [email protected]
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