UK Employment Rights Bill Passed, To Introduce Key Reforms From 2026
The Employment Rights Bill has cleared its final stage in the House of Lords and is expected to receive Royal Assent later this week, paving the way for sweeping reforms in UK employment law. Following this, the Strikes (Minimum Service Levels) Act 2023 will be repealed.
Under the new legislation, several key employee rights will take effect from April 2026, including statutory sick pay, paternity leave, and unpaid parental leave from the first day of employment, enhanced protections for pregnant women and new mothers and simplified procedures for trade union recognition in the workplace.
Further measures are planned for October 2026, including enhancements to the duty to prevent sexual harassment and restrictions on fire-and-rehire practices. In January 2027, protection against unfair dismissal will begin, with a reduced qualifying period of six months.
Peter Cheese, CEO of the Chartered Institute of Personnel and Development (CIPD), said the bill represents a “significant shift in employment rights and the rights of trade unions,” achieved through extensive consultation and compromise. He noted that the legislation provides clarity for employers, allowing businesses to review and adapt key people management practices ahead of implementation.
Florence Brocklesby, founder of Bellevue Law, advised that employers should treat compliance as a major project, ensuring adequate senior management and HR resources to implement the changes smoothly.
Colin Leckey, partner at Lewis Silkin, added that employers would feel relief at the resolution of prolonged uncertainty but stressed that HR teams will need to carefully understand the implications for policies and processes to ensure compliance with the new law.
The Employment Rights Bill is expected to significantly reshape workplace protections, union engagement and HR practices across the UK over the next two years.
