The Government’s Employment Rights Bill is set to bring sweeping changes to UK employment law. With a phased rollout from April 2026 through to 2027, employers must prepare now to avoid costly compliance missteps.
Here’s what you need to know and what your business should be doing to get ahead.
What is the Employment Rights Bill?
The Employment Rights Bill aims to strengthen protections for employees and create a more equitable and enforceable employment framework across the UK.
For employers, this means enhanced responsibilities, increased risk of tribunal claims, and the need for major policy and process updates. Fortunately, the Government has issued a clear roadmap to support businesses in preparing for these changes.
Employment Rights Bill Key Dates and Changes
The roadmap outlines when each reform will take effect, giving employers time to adjust before enforcement begins.
April 2026
- Day one rights to paternity and unpaid parental leave
All employees will be entitled from day one. Policies and contracts will need updating accordingly. - Statutory Sick Pay (SSP) reform
Low earners will become eligible and SSP will be paid from the first day of absence. Payroll systems must be reviewed. - Fair Work Agency (FWA)
A new enforcement body with powers to uphold minimum wage, holiday pay and SSP compliance.
October 2026
- Fire and rehire restrictions
Employers can no longer use fire and rehire tactics except in tightly defined situations. Consultation processes will need tightening. - Tougher anti-harassment rules
Employers will need to prove all reasonable steps have been taken to prevent sexual harassment, not just some. Liability will also extend to harassment by third parties such as customers or clients, not just internal staff. - Tribunal time limit extension
The deadline for bringing claims will increase from 3 to 6 months, potentially raising litigation risk.
2027
- Day one protection from unfair dismissal
Employees will no longer need two years’ service to claim unfair dismissal. This will have significant implications for probation policies and performance management. - Zero hours and low hours contract reforms
New guaranteed-hours rules will apply to zero- and low-hours employees and agency workers, giving them more predictable schedules. - Flexible working rights
Strengthened rights to request flexibility from day one of employment. - Protection for pregnant workers
Additional rules will make it more difficult to dismiss pregnant employees, adding complexity to workforce planning. - Statutory bereavement leave
A new legal right that will require appropriate leave policies and communication practices.
These dates reflect the Government’s current roadmap but may shift as further consultations conclude.
Preparing for Change and How MYHR Can Support You
The roadmap for the Employment Rights Bill sets out a clear sequence of reforms, but for employers, the challenge lies in the detail. These changes will require updates to core HR policies, systems and ways of working.
To get ahead, businesses should begin by reviewing:
- Employment contracts and staff handbooks
- Leave, absence and flexible working policies
- Sick pay processes and shift scheduling systems
- Anti-harassment training and reporting procedures
- Redundancy and dismissal protocols
These reforms will affect how you hire, manage and protect your workforce. Delaying preparation could lead to unnecessary risk, confusion or employee dissatisfaction.
At MYHR, we work closely with you to make these transitions smooth and practical. Whether you need updated documentation, advice on how the rules apply to your organisation or support rolling out changes across your team, we’re here to help.
For companies that want consistent, hands-on HR support, our monthly HR retainer service provides a straightforward way to stay on top of legislation and people challenges as they evolve, without the cost of hiring in-house.
The employment rights bill is coming. The businesses that respond early will be the ones best placed to adapt and thrive.
