When will the Government’s employment law reforms come into effect?

Patrick Glencross

Senior Associate

pg@furleypage.co.uk 01227 763939

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July 3, 2025

Categories Employment Law Updates

The Government has this week published its Implementation Roadmap in connection with the Employment Rights Bill, which is shortly due to complete the final stages of the parliamentary process and to become enacted in the autumn. The Roadmap sets out a clear timetable for the phased implementation of the major reforms which the Bill will introduce, alongside ongoing consultations with business groups, employers and trade unions.

The phased approach is intended to give employers sufficient time to prepare for the legislation, with the promise of clear and comprehensive guidance and continuing support from Acas to help them navigate the changes.

In autumn 2025, after the Bill is passed into law, there will an immediate repeal of much of the recent trade union legislation, with the intention to create a better relationship between employers and unions.

The range of measures planned for April 2026 include abolition of the waiting period for statutory sick pay, paternity leave and unpaid parental leave becoming “day 1” rights, and the creation of the Fair Work Agency as the new body to enforce labour rights and promote fairness in the workplace.

October 2026 will see the introduction of the prohibition of fire and rehire dismissals, the obligation on employers not to allow their employees to be harassed by third parties and the extension of time limits for making Employment Tribunal claims.

Some of the most significant reforms under the Bill will not be implemented until 2027, in particular removal of the qualifying service requirement for unfair dismissal claims so that protection from unfair dismissal becomes a “day 1” right, the restrictions on the use of zero hours contracts, and measures designed to improve access to flexible working.

The Government has also launched a full review of the parental leave and pay regimes in order to consider how this system can work better for parents and employers. The review will consider all types of parental leave and pay, and will include comparison with international models. The current system and potential reforms will be assessed against four objectives: maternal health, economic growth through labour market participation, best start in life, and childcare needs.

This review is starting with a call for evidence on how well the current system is meeting these objectives, and the review process is expected to run for 18 months before the formulation of proposed reforms to the legislation.

Contact Patrick Glencross or a member of the Furley Page employment law team on 01227 763939 to find out how we can help you navigate these forthcoming changes.