We all know the Employment Rights bill is slowing increasing and improving the rights to all employees within the UK, this might be seen as more admin for the employer but it should make managing our teams more effiicent.
Here’s a breakdown of how the Employment Rights Bill (ERB) will be implemented across the UK, based on the government’s official roadmap and recent updates2:
📅 Implementation Timeline
| Phase | Date | Key Measures |
|---|---|---|
| Royal Assent | Autumn 2025 | Bill becomes law; limited measures (e.g. repeal of trade union restrictions) take effect two months later |
- | Phase 1 | April 2026 |
- Statutory Sick Pay from day one
- Simplified trade union recognition
- Doubling protective awards for redundancy consultation failures
- Creation of the Fair Work Agency |
- | Phase 2 | October 2026 |
- Stronger workplace harassment protections
- Restrictions on fire-and-rehire practices
- Expanded parental leave rights |
- | Phase 3 | 2027 |
- Day-one unfair dismissal rights
- Protections for zero-hours workers (e.g. right to request predictable hours, compensation for cancelled shifts)
- Flexible working rights from day one |
🛡️ Key Worker Protections
- Zero-Hours Contracts: Employers must offer guaranteed hours based on average work over 12 weeks.
- Fair Tips: All tips and service charges must be passed to workers without deductions.
- Pregnancy & Parental Leave: Enhanced redundancy protections and clearer rights for returning parents.
- Dismissal Reform: Employers must follow fair procedures from day one, even during probation.
🏢 Employer Responsibilities
- Update contracts and HR policies to reflect new statutory rights.
- Prepare payroll systems for SSP changes.
- Audit zero-hours and agency worker arrangements.
- Train managers on fair dismissal and flexible working procedures.
Would you like help preparing a checklist for your business or understanding how these changes might affect your employment contracts or how to train your managers? I am here to help.
email us today : enquiries@motionhr.co.uk
