In the third edition of our quarterly horizon scanner, we take a closer look at some of the key employment law changes on the horizon.
After months of debate, the Employment Rights Bill is nearing the end of its parliamentary journey. The Bill returned to the House of Lords on 28 October 2025, but contrary to expectations, several amendments were not agreed. As a result, the Bill is being sent back to the House of Commons for further consideration, which is likely to delay Royal Assent.
Once the Bill does receive Royal Assent, it will become law, but many reforms won't take immediate effect. The majority of the Bill's headline measures (including zero-hours reforms, SSP changes, enhanced family leave protections, and fire and rehire restrictions) require secondary legislation and will be phased in over the coming years, with many not taking effect before 2026.
Employers should note, however, that once the Bill receives Royal Assent, the Strikes (Minimum Service Levels) Act 2023 will be repealed immediately. In addition, the Government has proposed a significant package of trade union reforms, which are expected to come into force two months after Royal Assent.
While the final details are still subject to parliamentary debate, the proposed reforms include:
Employers should keep their eyes peeled for our ‘Employer guide’ which will provide further information on the trade union changes and other reforms set out in the Bill.
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