The Employment Rights Bill is still in process but changes are coming

15th October 2025

A current-view and breakdown of where the Employment Rights Bill (ERB) is, and what is expected to change first (and when).

The Bill was introduced in the House of Commons on 10 October 2024.

It passed through the Commons (including its report
It then passed into the House of Lords, where it has been undergoing scrutiny:

The Lords committee stage (detailed line-by-line examination) concluded on 24 June 2025 after multiple sittings.

It is now in the House of Lords report stage, which is the next part of the Lords' review.

After the report stage, there will be a third reading in the Lords, and then it will return to the Commons for final consideration (if there are any amendments) before heading to Royal Assent.

So, in short: the Bill is in the final stages of parliamentary passage, currently in the Lords' report stage.

Some commentators expect Royal Assent (i.e. becoming law) later in 2025, although that is not yet confirmed.

What changes will come first, when, and how (implementation roadmap / phasing)

Because many parts of the Bill require secondary legislation, detailed regulations, and consultations, very few provisions will come into force immediately at Royal Assent. Most changes are being phased in over 2026-2027.

The government published an "implementation roadmap" on 1 July 2025, setting out when different reforms are planned to take effect (or be consulted on) post-Royal Assent.

The first "in-force" changes (from April 2026) are likely to be those involving parental leave, paternity/unpaid parental leave, statutory sick pay (waiting days removal, expanded eligibility), and the establishment of the Fair Work Agency.

Later in 2026 and into 2027 will come more substantial changes such as the day-one unfair dismissal right, and longer time limits for tribunal claims.

Finally, some trade union / industrial relations changes might happen relatively early (depending on how the Bill is amended and regulations drafted).

Reform / change Expected timing What changes / mechanism
Day-one paternity / unpaid parental leave rights April 2026
The Bill gives entitlement to take paternity leave (and unpaid parental leave) from the first day of employment (rather than a waiting period)

This is among the earlier changes to come into force because fewer adjustments are needed to existing systems.

Statutory Sick Pay (SSP) changes
April 2026
Remove the "waiting days" (so entitlement from Day 1 of absence), and make SSP available to workers below the current Lower Earnings Limit threshold.

The roadmap confirms SSP already in the Bill will be among earlier in-force measures.

Fair Work Agency (FWA) establishment
April 2026
A new body to consolidate enforcement functions (minimum wage, holiday rights, etc.) and increase labour rights enforcement power.

The FWA will take over/enhance existing enforcement roles (e.g. for holiday pay, SSP, etc.).

Collective redundancy protective awards (maximum period)
April 2026
The maximum period for which a protective award can be made is to be extended (e.g. doubling from 90 to 180 days)

Subject to consultation earlier in 2026.

Extension of time limits for tribunal claims (e.g. to 6 months)
October 2026
The time limit to bring most tribunal claims (including unfair dismissal & discrimination) will increase from 3 to 6 months.

This change is relatively early but not immediate, as it needs regulatory detail.

"Day-one" right to claim unfair dismissal (i.e. remove 2-year service qualification)
2027 (Autumn or later)
The Bill proposes that employees can bring unfair dismissal claims immediately from Day 1 of employment, removing the current two-year minimum service requirement.

This is among the more significant (and complex) reforms and has been delayed relative to earlier expectations.

Repeal / modify certain trade union / industrial action laws / stricter rules on dismissals (e.g. protections for industrial action or whistleblowing) “Soon after Royal Assent” or earlier Some changes around industrial action and trade union law are expected to take effect closer to the Bill's passage.

The roadmap suggests that not all of those trade union / industrial action changes will wait until 2026.