The UK Government has published a roadmap for implementing its package of employment law reforms under the Employment Rights Bill. The Government plans to take a staggered approach to implementation and will consult on the detail of many of its reforms, meaning some key changes – such as those relating to unfair dismissal – will come into effect later than expected.

The key changes will take effect as follows:

• Late 2025: changes to the strike ballot thresholds and notice requirements to make it easier for trade unions to call industrial action;
  
  
• April 2026: making statutory sick pay available to all, doubling the penalty for failing to consult about large scale redundancies, establishing the Fair Work Agency enforcement body, simplifying the trade union recognition process and making paternity and unpaid parental leave day one rights;
  
  
• October 2026: introducing restrictions on fire and rehire, extending Employment Tribunal time limits from 3 to 6 months, strengthening the duty to prevent sexual harassment, introducing third party harassment, and strengthening trade union rights of access to workplaces;
  
  
• 2027: removing the qualifying period for unfair dismissal, enhancing dismissal protection for pregnant women and new mothers, introducing gender pay gap and menopause actions plans, widening the threshold for collective redundancy consultation, introducing changes to flexible working and banning exploitative zero hours contracts.

Consultation on implementation of the...

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