The landscape of UK labour law has just shifted significantly. On 18 December 2025, the Employment Rights Bill received Royal Assent, officially becoming the Employment Rights Act 2025. This legislation represents the biggest upgrade to workers’ rights in a generation, amending major frameworks like the Employment Rights Act of 1996.
For business owners and employees alike, understanding these reforms is no longer optional it is essential. The changes introduce sweeping new protections, ranging from day-one paternity leave rights to stricter rules on “fire and rehire” practices. However, these provisions are being rolled out in phases over the next two years.
Whether you are an employer in Birmingham needing to update your contracts or an employee in Blackpool worried about unfair dismissal, this guide from Ruth Godfrey – Partner breaks down exactly what is changing and when.
A Phased Timeline of Implementation
While the Employment Rights Bill UK 2025 is now law, the government has set out a staggered implementation timeline to give businesses time to prepare. Here is when the key provisions come into force.
Immediate Changes (December 2025)
Some changes took effect the moment the Bill became law. Most notably, the rules regarding “minimum service levels” during strikes have been removed, meaning valid strike action can no longer be restricted by these specific service requirements.
February 2026: Trade Union Reforms
From 18 February 2026, the first major wave of regulations begins, focusing largely on trade union activities:
- Industrial Action: The notice period unions must give employers for industrial action reduces from 14 days to 10 days.
- Ballots: Unions will only need a simple majority to vote for action, and ballot mandates will last for 12 months rather than six.
- Picketing: The requirement to appoint a dedicated picket supervisor is removed.
- Protection: Dismissal for taking part in protected industrial action will become “automatically unfair,” scrapping the previous 12-week limit on this protection.
April 2026: Family Rights and Sick Pay
This phase introduces critical support for families and those unable to work due to illness:
- Day-One Rights: Paternity and unpaid parental leave will become day-one rights. You will no longer need to work for 26 weeks to qualify.
- Statutory Sick Pay (SSP): The waiting period is abolished. SSP will be payable from the first day of illness, and the lower earnings limit is removed, extending support to lower earners.
- Sexual Harassment: Sexual harassment will become a “qualifying disclosure” for whistleblowing, offering stronger protections against dismissal for those who speak up.
- Collective Redundancy: The protective award for failing to consult on collective redundancies doubles from 90 to 180 days’ pay.
October 2026: Protections and Tribunal Limits
Later in 2026, the Act strengthens protections against unfair practices:
- Fire and Rehire: Dismissing employees to rehire them on worse terms will become automatically unfair in many circumstances. This also extends to “fire and replace” if the replacement will be doing substantially the same work.
- Third-Party Harassment: Employers will become liable for harassment of their staff by third parties (such as customers or clients) unless they take all reasonable steps to prevent it.
- Tribunal Deadlines: The time limit for bringing a claim to an employment tribunal will increase from 3 months to 6 months, giving employees more time to seek justice.
- Restrictions on non-disclosure agreements expected – Any agreement preventing a worker from making allegations or disclosures about harassment or discrimination will be void. The date of this change is unknown but expected for October 2026.
January 2027: Unfair Dismissal Rights
Perhaps the most discussed change involves unfair dismissal. From January 2027, protection from unfair dismissal will become a right after six months of employment. Currently, employees generally must wait 2 years to acquire this right. This significantly reduces the probation period during which an employer can dismiss staff without facing potential unfair dismissal claims.
In addition to the change on the qualifying period, the government has removed the compensation cap on unfair dismissal claim. Currently, compensation is capped at either 52 weeks’ gross salary or £118,223.00, whichever is lower. This is a significant change that could increase the costs of dismissals.
Another change in 2027 (although dates are currently unknown) includes a new right to statutory bereavement leave for pregnancy loss.
Implications for Employers
If you run a business, particularly in hubs like Stratford-upon-Avon or Burnley, you must review your HR policies immediately. The shift to day-one rights for sick pay and family leave will impact your payroll and operational planning. Furthermore, the new duty to take “all reasonable steps” to prevent sexual harassment requires proactive training and clearer policies, not just a tick-box exercise.
We recommend auditing your current employment contracts to ensure they align with the new legislation. For detailed support, visit our Employment Law Services for Businesses.
Implications for Employees
For workers, this Act offers greater security and flexibility. The extension of tribunal time limits addresses a common barrier to justice, while the ban on exploitative zero-hours contracts (coming later in 2027) will eventually guarantee rights to regular hours. If you feel your rights are being ignored, our Employment Law Services for individuals can help you understand your position.
Frequently Asked Questions
Where can I find legal advice services about the Employment Rights Bill near Birmingham?
RLL Legal supports clients across the UK, with a strong presence in the West Midlands and beyond. Whether you are based in Birmingham, Stratford-upon-Avon, or further north in Blackpool and Burnley, our team provides expert guidance on these legislative changes. We offer same-day legal advice to help you resolve urgent issues quickly.
Can I book a remote consultation with an employment rights specialist?
Yes. We understand that legal issues don’t always happen when it’s convenient to travel. RLL Legal offers flexible consultation options. You can speak to our experts remotely to discuss your situation, ensuring you get high-quality advice regardless of your location.
What new employee rights should I be aware of in the UK workplace?
The key rights to be aware of include the removal of the waiting period for Statutory Sick Pay (making it a day-one right from April 2026), enhanced protections against sexual harassment, and the right to claim unfair dismissal after six months of employment (starting January 2027).
When is the Employment Rights Bill coming in?
The Employment Rights Bill received Royal Assent on 18 December 2025, making it law. However, the provisions are commencing in stages. The next major set of changes occurs in February 2026, followed by April and October 2026.
Act Now to Protect Your Rights
Legal issues in the workplace can escalate quickly if left unresolved. Don’t wait until a problem arises; proactive measures can save time, money, and stress in the long run.
Take action today by contacting our dedicated team. Call us on 01789 292238 or email info@rll-legal.com to speak with an employment lawyer. Our friendly and empathetic team is here to guide you towards a positive resolution.
Contact our team at one of our 5 offices in Birmingham, Burnley, Blackpool, Surrey and Stratford-upon-Avon. Call us on 01789 292238 or email info@rll-legal.com to speak with a family lawyer. Our friendly and caring team is prepared to guide you towards a positive resolution.
If you’re ready to protect your rights and protect your future, don’t wait; reach out to us now. Rated as Excellent on Review Solicitors.