The Employment Rights Bill roadmap

The government has now set out a timetable for its upcoming employment law reforms, giving employers greater clarity on when consultations will run and when key measures will come into effect.

One of the biggest changes on the horizon, the introduction of unfair dismissal as a day one right, has been pushed back to 2027. But plenty of other reforms are moving ahead sooner.

This timetable gives employers a window to prepare for far-reaching reforms, particularly the shift to day one unfair dismissal rights.

Here are some of the headline dates to keep in mind (you can view the full timetable here). We’ll continue to provide updates and guidance to help you get ready.

From April 2026

• Statutory Sick Pay (SSP): Payable from the first day of absence and extended to all employees regardless of earnings.
• Paternity and unpaid Parental Leave: Both available from day one of employment.
• Collective redundancies: Maximum period for protective awards doubled from 90 days’ pay to 180 days’ pay.

From October 2026

• Employment Tribunal claims: Time limit extended from 3 to 6 months.
• Preventing sexual harassment: Employers required to take “all reasonable steps” to prevent sexual harassment in the workplace.
• Fire and re-hire: New restrictions on dismissal and re-engagement when making contractual changes.

From 2027

• Unfair dismissal: Expanded to a day one right.
• Gender pay gap and menopause action plans: Mandatory for employers.
• Collective redundancy consultation: New trigger points introduced.
• Zero and low hours workers: Strengthened rights for zero hours, low hours, and agency workers.