The Government has published an ‘implementation roadmap’ for the Employment Rights Bill. It highlights that significant changes will arrive from as soon as April next year.
The ‘roadmap’ confirms that the Government intends to remove the lower earning limit for statutory sick pay and introduce a day one right to parental and paternity leave from April 2026. It also seeks to end unscrupulous fire and rehire practices and strengthen third-party sexual harassment protection by October 2026. Some of the most significant proposals for change, including a day on right to unfair dismissal and a banning of exploitative zero-hour contracts, are not due to come into effect until 2027.
You can read the full Government timetable here – Implementing the Employment Rights Bill – Our roadmap for delivering change.
Experts are already questioning why measures on fire and rehire are not due to come into effect until Autumn 2026. It is hard to understand how further consultation could be necessary given that the proposal is to outlaw the practice altogether (subject to limited exceptions).
Employers are also asking for clarity as to when in 2027 we can expect to see the introduction of a day one right to unfair dismissal.
You can keep up to date with the latest Employment Rights Bill news by following our Tracker.
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