{"id":18258,"date":"2025-07-01T14:32:55","date_gmt":"2025-07-01T13:32:55","guid":{"rendered":"https:\/\/blogs.dlapiper.com\/beaware\/?p=18258"},"modified":"2025-07-02T11:45:53","modified_gmt":"2025-07-02T10:45:53","slug":"timetable-for-implementation-of-the-employment-rights-bill-published","status":"publish","type":"post","link":"https:\/\/blogs.dlapiper.com\/beaware\/timetable-for-implementation-of-the-employment-rights-bill-published\/","title":{"rendered":"Timetable for implementation of the Employment Rights Bill published"},"content":{"rendered":"<p>The government has published its long-awaited indicative timetable for implementation of the Employment Right Bill (ERB), <a href=\"https:\/\/assets.publishing.service.gov.uk\/media\/686258bdb466cce1bb1219dc\/implementing-the-employment-rights-bill-roadmap.pdf\">Implementing the Employment Rights Bill &#8211; Our roadmap for delivering change<\/a>.<\/p>\n<p>The key takeaway is that many of the provisions of the ERB will not come into force until Autumn 2026 and beyond, including the &#8216;day 1&#8217; right to claim unfair dismissal which will not come into force until 2027.<\/p>\n<p><strong>Timetable for legislation<\/strong><\/p>\n<p>The commencement timetable is intended to be as follows:<\/p>\n<ul>\n<li>Measures that will take effect <strong>at Royal Assent<\/strong> or soon afterwards include:\n<ul>\n<li>Repeal of the Strikes (Minimum Service Levels) Act 2023.<\/li>\n<li>Repeal of the great majority of the Trade Union Act 2016 (some provisions will be repealed via commencement order at a later date).<\/li>\n<li>Removing the 10 year ballot requirement for trade union political funds.<\/li>\n<li>Simplifying industrial action notices and industrial action ballot notices.<\/li>\n<li>Protections against dismissal for taking industrial action.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Measures that will take effect in <strong>April 2026<\/strong> include:\n<ul>\n<li>Collective redundancy protective award \u2013 doubling the maximum period of the protective award.<\/li>\n<li>&#8216;Day 1&#8217; paternity leave and unpaid parental leave.<\/li>\n<li>Whistleblowing protections.<\/li>\n<li>Fair Work Agency body established.<\/li>\n<li>Statutory Sick Pay \u2013 remove the Lower Earnings Limit and waiting period.<\/li>\n<li>Simplifying trade union recognition process.<\/li>\n<li>Electronic and workplace balloting.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Measures that will take effect in <strong>October 2026<\/strong> include:\n<ul>\n<li>Fire and rehire.<\/li>\n<li>Bringing forward regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body.<\/li>\n<li>Procurement &#8211; two-tier code.<\/li>\n<li>Tightening tipping law.<\/li>\n<li>Duty to inform workers of their right to join a trade union.<\/li>\n<li>Strengthen trade unions&#8217; right of access.<\/li>\n<li>Requiring employers to take &#8216;all reasonable steps&#8217; to prevent sexual harassment of their employees.<\/li>\n<li>Introducing an obligation on employers not to permit the harassment of their employees by third parties.<\/li>\n<li>New rights and protections for trade union reps.<\/li>\n<li>Employment tribunal time limits.<\/li>\n<li>Extending protections against detriments for taking industrial action.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Measures that will take effect in <strong>2027<\/strong> include:\n<ul>\n<li>Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026).<\/li>\n<li>Rights for pregnant workers.<\/li>\n<li>Introducing a power to enable regulations to specify steps that are to be regarded as &#8216;reasonable&#8217;, to determine whether an employer has taken all reasonable steps to prevent sexual harassment.<\/li>\n<li>Blacklisting.<\/li>\n<li>Industrial relations framework.<\/li>\n<li>Regulation of umbrella companies.<\/li>\n<li>Collective redundancy \u2013 collective consultation threshold.<\/li>\n<li>Flexible working.<\/li>\n<li>Bereavement leave.<\/li>\n<li>Ending the exploitative use of ZHCs and applying ZHC measures to agency workers.<\/li>\n<li>\u2018Day 1\u2019 right \u2013 protection from unfair dismissal.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Implementation of the gender pay gap outsourcing measure will be dependent on timelines for broader changes to pay gap reporting, including related measures in the draft Equality (Race &amp; Disability) Bill<\/p>\n<p><strong>Timetable for consultation<\/strong><\/p>\n<p>The timetable for consultation is as follows:<\/p>\n<ul>\n<li>Summer\/ Autumn 2025:\n<ul>\n<li>Reinstating the School Support Staff Negotiating Body (SSSNB).<\/li>\n<li>Fair Pay Agreement for the Adult Social Care sector.<\/li>\n<li>Giving employees protection from unfair dismissal from &#8216;day 1&#8217;, including on the dismissal process in the statutory probation period<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Autumn 2025:\n<ul>\n<li>A package of trade union measures including electronic balloting and workplace balloting<\/li>\n<li>Simplifying trade union recognition processes.<\/li>\n<li>Duty to inform workers of their right to join a trade union; and, right of access. New rights and protections for trade union representatives will be covered by an ACAS Code of Practice consultation.<\/li>\n<li>Fire and rehire.<\/li>\n<li>Regulation of umbrella companies.<\/li>\n<li>Bereavement leave.<\/li>\n<li>Rights for pregnant workers.<\/li>\n<li>Ending the exploitative use of Zero Hours Contracts (ZHCs).<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Winter\/ early 2026:\n<ul>\n<li>A package of trade union measures including protection against detriments for taking industrial action and, blacklisting.<\/li>\n<li>Tightening tipping law.<\/li>\n<li>Collective redundancy.<\/li>\n<li>Flexible working.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Share this article with your LinkedIn network: <a href=\"https:\/\/www.linkedin.com\/sharing\/share-offsite\/?url=https:\/\/blogs.dlapiper.com\/beaware\/timetable-for-implementation-of-the-employment-rights-bill-published\/\">https:\/\/www.linkedin.com\/sharing\/share-offsite\/?url=https:\/\/blogs.dlapiper.com\/beaware\/timetable-for-implementation-of-the-employment-rights-bill-published\/<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The government has published its long-awaited indicative timetable for implementation of the Employment Right Bill (ERB), Implementing the Employment Rights Bill &#8211; Our roadmap for delivering change. The key takeaway is that many of the provisions of the ERB will not come into force until Autumn 2026 and beyond, including the &#8216;day 1&#8217; right to [&hellip;]<\/p>\n","protected":false},"author":50,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[3],"tags":[9111,9270],"class_list":["post-18258","post","type-post","status-publish","format-standard","hentry","category-employment","tag-employment-law-reform","tag-employment-rights-bill"],"_links":{"self":[{"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/posts\/18258","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/users\/50"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/comments?post=18258"}],"version-history":[{"count":0,"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/posts\/18258\/revisions"}],"wp:attachment":[{"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/media?parent=18258"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/categories?post=18258"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.dlapiper.com\/beaware\/wp-json\/wp\/v2\/tags?post=18258"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}