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The changes in the invoice of employment rights are looming on the horizon, the government has now announced its calendar for the implementation of changes to the British employment law.

Although the bill has not yet been approved by Parliament, which means that none of the modifications or dates are fixed, it seems very likely that most, if not all, will take place as planned.

So, when it comes to changes, when will they go exactly in force and how can your business prepare for it?

When will the bill on employment law come into force?

This month, the government released its roadmap for the delivery and implementation of the bill on employment rights. Their plan includes a progressive approach because they wish to give companies the possibility of browsing the changes with them, thanks to the commitment and the consultation on political measures, as indicated in their “next steps to do work work”.

Here we have exactly what changes and when.

Immediately

As soon as the bill is approved by the Parliament (otherwise known as the Royal Assistance), the following policies come into force:

• Changes for unions.
• New protections preventing dismissal for participating in industrial action.

April 2026

At the start of the new fiscal year (26/27), the following policies will come into force:

• Double the protection price for collective redundancies.
• The first day of paternity and unpaid parental leave.
• Improved denunciation protections.
• Establishment of a fair work agency.
• Country of statutory disease (withdrawal from the lower limits and making the leave available from the first day of absence).
• Simplification of the recognition of unions and digital voting systems / workplace.

October 2026

At the time of the fall budget of 2026, the following policies will come into force:

• Prohibition on fire and recovery.
• Launch of an organization for negotiating the salary agreement for social care for adults.
• Stronger tilting laws.
• The employer’s duty to take “all reasonable measures” to prevent sexual harassment.
• Enlarged union rights.
• Limits and protections of the stricter employment court for those who take industrial measures.

2027

Beginning the new year, the following policies come into force:

• Mandatory sex remuneration gap and menopause action plans for larger employers.
• New rights for pregnant workers.
• Flexible labor rights have been strengthened.
• Mourning has been extended.
• Limitation of the use of zero hour contracts; Obligations to provide changes / cancellation of a quarter change.
• Upap business regulations.
• First day of unfair dismissal rights.

Discover all the details of the calendar proposed by the government here.

How will provisions work and when are the consultations?

More details on the operation of the new provisions will be contained in separate legislation which will be introduced on a later date. The government also consults the public on what should enter these regulations.

Consultations must take place in summer / fall 2025 to cover the exact details concerning:

• Make an unfair dismissal one day on the right.
• The ban on fire and recovery.
• Parental mourning leave.
• Rights related to pregnancy.
• The prohibition of zero hours contracts.

However, consultations on flexible work and collective redundancies are planned for the winter of 2025, at the beginning of 2026.

Feel confident with the compliance of your business with the job hero

All employers will have to ensure that they update their policies, procedures and contracts to align themselves with new laws, as well as to ensure that their pay system is set up to take into account the various changes that affect paid employees and the leave they can take. Keeping your policies will be essential as we progress in the government’s calendar.

Our HR advisory team is always at hand to help you with your compliance needs and provide advice during these changes. You can contact them for a compliance health check, or catch them in our next employment webinar, where they will help you navigate current and future changes.