The Employment Rights Bill is expected to become law later in 2025. This means important changes to employment law.
A few changes are expected to happen in 2025. Most changes will happen in 2026 and 2027.
The Bill is currently going through parliament. It may have further changes added before becoming law.
When it becomes law, the Bill will introduce additions and amendments to existing legislation, including the Employment Rights Act 1996.
Preparing for the changes
Employers should start considering the impact of these changes on their organisation. Particularly the autumn 2025 and April 2026 changes.
To help with this:
- watch our Employment Rights Bill webinar
- sign up to the Acas newsletter – for updates on employment law changes, news and events
- book on an Acas employment law masterclass – Thursday 9 September 2025
If you're a worker, some of these changes will affect you. You can also tell your employer about this page.
We'll update this website when anything changes.
Autumn 2025 changes
To become law, the Bill needs 'Royal Assent'. This is when the King formally agrees to make the Bill into an Act of Parliament.
This is expected sometime in autumn 2025.
Removing minimum service level rules for strikes
It's expected that rules around 'minimum service levels' for strikes will be removed. Change expected as soon as the Bill becomes law.
Increased dismissal protection for industrial action
Dismissal for taking part in industrial action is expected to become 'automatically unfair'. This will remove the current 12-week limit for claiming unfair dismissal. Change expected 2 months after the Bill becomes law.
Trade union activity
These changes are expected 2 months after the Bill becomes law:
- the time needed to give notice of industrial action will reduce to 10 days, instead of 14 days
- unions will need a simple majority to vote for industrial action
- picket supervisors will no longer be required
- industrial action mandates will last for 12 months, instead of 6 months
- industrial action and ballot notices will be simplified
- political fund rules will change
April 2026 changes
After the autumn 2025 changes, more employment law changes are expected in April 2026.
Paternity leave and unpaid parental leave
These changes are expected in April 2026:
- paternity leave and ordinary parental leave are expected to become 'day one rights' – allowing someone to give notice to take leave from their first day in a new job
- the restriction on taking paternity leave after shared parental leave is likely to be removed
Sick pay
These changes are expected in April 2026:
- statutory sick pay (SSP) will be paid from the first day of illness, instead of the fourth day
- the lower earnings limit will be removed – currently, workers must earn a minimum amount to be eligible for statutory sick pay
Collective redundancy protective award
The maximum 'protective award' for failure to consult in collective redundancy is expected to double from 90 days' pay to 180 days' pay. Change expected in April 2026.
Whistleblowing protections for sexual harassment
Sexual harassment is expected to become a 'qualifying disclosure' under whistleblowing law. This will mean protection from detriment and unfair dismissal for whistleblowers making a sexual harassment disclosure. Change expected in April 2026.
Gender pay gap and menopause action plans
It's expected that employers will need to create action plans around menopause and gender pay gaps. These are likely to be voluntary from April 2026. Although they're not expected to become mandatory until 2027.
More trade union changes
These changes are expected in April 2026:
- simplifying how a trade union can gain recognition in a workplace
- allowing trade union members to vote electronically
Fair Work Agency
It's expected that the Fair Work Agency will be established in April 2026, to:
- bring together existing enforcement bodies
- take on enforcement of other employment rights, such as holiday pay and statutory sick pay
October 2026 changes
Dismissal and rehire
Dismissing someone then rehiring them on worse terms and conditions is expected to become an automatically unfair dismissal in most cases. This is sometimes known as 'fire and rehire'. Change expected in October 2026.
Harassment
These changes are expected in October 2026:
- a new duty for employers to prevent harassment from third parties, for example customers or clients
- employers needing to take 'all reasonable steps' to prevent sexual harassment – current law says 'reasonable steps'
A change to the law around non-disclosure agreements (NDAs) is also expected. This will void clauses that would prevent workers from alleging or disclosing work-related harassment or discrimination. The date of this change is not known yet.
Tipping
Updates to tipping law are expected in October 2026, to say employers will need to:
- consult with workers or their representatives before creating a tipping policy
- update their tipping policy every 3 years
Employment tribunal time limits
Time limits for making a claim to an employment tribunal are expected to increase to 6 months for all claims. The current time limit for most claims is 3 months. Change expected in October 2026.
More changes to trade union rules
Trade union changes expected in October 2026 are:
- a new duty for employers to inform workers of their right to join a trade union
- updated rules on a trade union's right of access to the workplace
- a new right to reasonable accommodation and facilities for trade union representatives carrying out their duties
- a new right to time off for union equality representatives to carry out their duties
Increased protection against detriment for industrial action
It's expected that workers taking part in industrial action will be protected against detriment, in addition to unfair dismissal. 'Detriment' is when someone is treated less favourably by their employer. Change expected in October 2026.
Public sector outsourcing 'two-tier code'
New measures are expected for public sector outsourcing. This is to avoid having different terms and conditions for ex-public sector employees and private sector employees. Expected in October 2026.
New Adult Social Care Negotiating Body
A new negotiating body is expected for adult social care. Expected to start in October 2026.
December 2026 change
The only change expected in December 2026 is specific to the seafarer industry.
Mandatory Seafarer's Charter
A new mandatory charter is expected for seafarers, with higher standards around health and safety, pay, job security and rest breaks. Expected in December 2026.
2027 changes
The government has not announced yet when in 2027 these changes are expected.
Unfair dismissal day one right
It's expected that protection from unfair dismissal will become a right from the first day of employment. Currently, someone must have worked for their employer for 2 years before they can claim unfair dismissal. Expected in 2027.
Increased pregnancy and maternity rights
The Bill intends to strengthen protections against dismissal for pregnant workers and those returning from maternity leave. Expected in 2027.
Bereavement leave
A new right to statutory bereavement leave is expected. It's not known yet whether this will be paid or unpaid leave. Expected in 2027.
Zero-hours contracts
Workers on zero-hours contracts are likely to get the right to guaranteed working hours, if they want them. Expected in 2027.
Compensation for cancelled shifts
It's expected that workers will have the right to be paid if a shift is cancelled, moved to another date, or cut short by an employer. Expected in 2027.
Flexible working
An amendment to flexible working law is expected in 2027. An employer will not be able to refuse a flexible working request unless they:
- state the reasons
- explain why they believe their refusal is reasonable
Further harassment change
It's expected that the law will specify what 'reasonable steps' means when preventing sexual harassment, following earlier changes in October 2026. Change expected in 2027.
Mandatory gender pay gap and menopause action plans
It's expected that action plans around menopause and gender pay gaps will become mandatory, following their voluntary introduction in April 2026. Change expected in 2027.
Collective redundancy
These collective redundancy changes are expected in 2027:
- employers will need to consider the total number of redundancies across their whole organisation, not just individual workplaces – currently, collective redundancy rules only apply to individual workplaces
- increased collective redundancy protection for workers on ships that regularly operate from British ports but are registered outside Great Britain
2027 trade union changes
Trade union changes expected in 2027 are:
- extending laws that protect trade union members from discrimination and being 'blacklisted'
- a new industrial relations framework, to modernise the legal framework that underpins trade unions
Regulation of umbrella companies
It's expected the definition of agencies will be expanded to include 'umbrella companies'. This will allow enforcement by the relevant bodies. Expected in 2027.
Find out more
For more information about the government's plans:
- Implementing the Employment Rights Bill (GOV.UK) – the government's roadmap
- Employment Rights Bill factsheets on GOV.UK