The bill is moving through parliament but only a few changes are likely to come into force in 2025.
The government has published an official implementation roadmap, outlining a phased timeline for when you’ll need to act. Both the bill and the roadmap are subject to change.
For charities, where staff absences can have a big impact and HR support is often limited, the roadmap offers some relief.
Major reforms, such as new unfair dismissal rights, have been delayed until at least 2027. A lot of the detail is still under consultation, giving you time to prepare. However, it’s important to stay informed so you know what’s coming and can get ready.
Dates may change as the bill develops.
Immediately after the bill becomes law
- Changes to rules on strikes and industrial action
- Some simplification of union requirements
- New protections for employees involved in industrial action.
April 2026
- Sick Pay: The lower earnings limit and three-day waiting period for Statutory Sick Pay (SSP) will be removed
- Day one rights for paternity and unpaid parental leave
- Establishment of the new Fair Work Agency
- Redundancy protective award period extended (from 90 to 180 days). This is applicable when employers do not comply with their obligations to inform and consult with employees.
- Enhanced whistleblowing protections
- Simplified Trade Union recognition process.
October 2026
- Ban on fire and rehire practices
- New employer duty to take “all reasonable steps” to prevent sexual harassment and prevent harassment by third parties
- Tribunal claim window extended
- Strengthened trade union access rights.
2027 and beyond
- Day one unfair dismissal rights for all staff
- Enhanced protections for pregnant employees and new mothers
- Ban on exploitative zero-hours contracts
- Flexible working becomes the default
- Bereavement leave extended to all employees
- Mandatory gender pay gap action plans.
Don’t worry: most changes won’t take effect until 2026 or 2027. There’s plenty time to get ready. The rest of 2025 will focus on consultations and refining the details.
For now:
- Stay informed: keep an eye on the final details, especially around sick pay and dismissals. Use Worknest’s Employment Rights Bill tracker.
- Review your sickness absence management: train managers to handle absences well and hold return-to-work meetings to spot patterns and address issues.
- Assess contracts and staff handbooks: think about any potential changes you may need to make.
- Tackle any staffing issues early: document key discussions and keep thorough records
Further information and guidance
For tailored support or queries about what these changes mean for your charity, get in touch with Worknest’s advice line on, 01244 667175, or email NCVOHR@worknest.com. NCVO members benefit from one free advice call with WorkNest every year.
Read our guidance on employing and managing staff.
