The government have published a timeline setting out the anticipated consultation and commencement dates for different parts of the Employment Rights Bill (the Bill).

Consultation

The government will seek to engage and consult, including with employers, about many of measures set out in the Bill. Key dates include:

Anticipated date	Consulting on
Summer /Autumn 2025	Giving employees protection from unfair dismissal from day 1, including on the dismissal process in the statutory probationary period
Autumn 2025	Banning fire and rehire practices Introducing a statutory right to bereavement leave Rights for pregnant workers Ending exploitative use of zero hour contracts
Winter/early 2026	Changes to collective redundancy Changes to flexible working

Preparation

Following consultation, detailed secondary legislation, regulations, guidance and updated codes of conduct will be produced, as necessary.

The roadmap recognises that time will need to be built into their implementation plans, giving employers the time needed to become familiar with the changes and to take any steps to implement the changes.

Implementation

Anticipated implementation dates have been given as follows:

April 2026

Day 1 paternity leave and unpaid parental leave Statutory Sick Pay – removing Lower Earnings Limit and waiting period Fair Work Agency body established

October 2026

Banning fire and rehire practices Duty to inform workers of their right to join a trade union

2027

Day 1 right to protection from unfair dismissal Bereavement leave Flexible working Ending exploitative zero hour contracts Rights for pregnant workers

This is part of a suite of articles we have brought you to keep you up to date on developments under the Bill.

Please refer to our earlier articles or contact the Helpline for more details on the proposed changes.

 

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