The Employment Law Bill is shaping up to be the biggest shake-up in UK employment law we’ve seen in decades. Now that it’s made it through the Committee Stage, the question we’re hearing most from employers is: “When will all this actually come into force?”

The good news? The government has just released its Implementation Roadmap, giving us the first real look at how and when the changes will roll out. It’s a phased plan that helps employers get a clearer sense of what’s coming – and when.

So, what’s the main takeaway?

Although the reforms are wide-ranging, the roadmap shows that most of the major changes aren’t happening anytime soon. In fact, just a few are scheduled for 2025 – which will be a relief for many busy HR teams juggling already-packed agendas.

One of the headline reforms – day one rights for unfair dismissal – isn’t expected to land until 2027, much later than many were anticipating.

On top of this, several proposed reforms – including the new “light-touch” dismissal process and the guaranteed hours regime – are still subject to consultation, as the government works out the finer details of how they will operate in practice. So, while the Roadmap offers some structure around the roll-out, a number of important specifics are yet to be finalised – and of course, the timeline itself could still change.

In any event, for employers overwhelmed by the idea of adapting to 28 individual reforms, this phased rollout offers a valuable opportunity to plan ahead, engage in the consultation process, and prepare for these changes in a structured and informed way.

What’s the priority – and what’s still a while away?

Some changes could come into effect very soon after the Bill receives Royal Assent – expected to happen around the end of September or early October – while others won’t be implemented until 2027 or later.

This staggered timetable will help employers prioritise their preparations by focusing first on the most imminent reforms before tackling longer-term changes.

Here’s a breakdown:

Imminent

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and major parts of the Trade Union Act 2016
• Removal of the 10-year ballot requirement for Trade Union political funds
• Simplified industrial action and ballot notice requirements
• New protections against dismissal for participating in industrial action

April 2026

• Day one rights for paternity and unpaid parental leave
• Removal of lower earnings limit and waiting period for statutory sick pay (SSP)
• Establishment of the Fair Work Agency
• Redundancy protective award period extended (from 90 to 180 days)
• Enhanced whistleblowing protections
• Simplified Trade Union recognition process

October 2026

• Ban on fire and rehire practices
• New employer duty to take “all reasonable steps” to prevent sexual harassment and prevent harassment by third parties
• Tribunal claim window extended (from three to six months)
• Strengthened Trade Union access rights

2027

• Day one unfair dismissal rights
• Enhanced protections for pregnant employees and new mothers
• Ban on exploitative zero-hour contracts
• Flexible working becomes the default
• Bereavement leave extended to all employees
• Mandatory gender pay gap action plans

What should employers be preparing for?

Despite all the buzz surrounding the Employment Rights Bill, 2025 is now shaping up to be a relatively quiet year for employment law. That said, organisations facing potential industrial action should stay alert to the Trade Union-related measures, which are being fast-tracked for early implementation.

While there will be little actual change, 2025 will be a busy year for consultations. As mentioned, key details still need to be clarified – like what the “light-touch” dismissal process will actually involve, and how many hours must be guaranteed to avoid falling under the new regime. These consultations will be vital in shaping the final legislation, so employers and HR teams should keep a close eye on developments and be ready to adapt accordingly.

The pace of change will ramp up in 2026, as a range of important reforms kick in, from SSP updates and day one paternity leave to the long-awaited ban on fire and rehire and tougher rules around workplace harassment.

Of note, employers planning restructuring or redundancies should be alert to the fact that the protective award for failing to carry out collective consultation will double in April 2026, significantly increasing the risk of sidestepping these duties. However, the proposed change to the collective consultation trigger – adding a new test alongside the current ‘20 redundancies in 90 days’ rule – isn’t expected until 2027, providing some short-term flexibility.

Additionally, late 2026 will see the government’s ban on controversial fire and rehire practices come into effect, removing a commonly used mechanism for implementing contractual changes. This gives employers just over a year to review and, if necessary, update employee terms and conditions under the current rules – before the new restrictions make such changes significantly harder to carry out.

Thankfully, employers won’t have to contend with some of the more complex and controversial reforms – including day one unfair dismissal rights – until 2027.