What’s Ahead?
Here’s a breakdown of the current timetable for the Employment Rights Bill (ERB) and when key reforms are expected to take effect.
April 2026
- “Day one” rights to paternity leave and unpaid parental leave
- Changes to statutory sick pay (first-day entitlement and removal of lower-earnings threshold)
- Doubling of the maximum protective award for failure to consult in collective redundancies;
- Stronger whistleblowing protections (e.g. for sexual harassment disclosures);
- Establishment of the new enforcement body Fair Work Agency; simpler trade union recognition process and electronic/ workplace ballots.
Around October 2026
- New employer duties to prevent sexual harassment
- New tipping and fire-and-rehire protections
- Reforms relating to umbrella companies and agency workers.
2027 and later
More substantial structural reforms including:-
- The much-talked-about “day one” unfair dismissal protection (subject to change: currently proposed as six-month qualifying period),
- Reforms to flexible working
- Enhanced protections for pregnant workers and new mothers
- Tighter regulation of zero-hours contracts, and stricter rules for umbrella companies.
🧭 What this means for workers & employers right now
Employers and workers should start preparing now (e.g. update contracts/policies, review HR procedures), but also keep an eye on developments: some details are still uncertain and may evolve before final rollout.
Need Support?
If you are on our Retainer Service we will update your Contracts and Handbooks accordingly when the changes arises in April 2026.
If you are not then please get in touch if you would like us to update your Policy and Contracts.
For more support on contact a member of the team at hello@westcountryhr.com, or telephone 01626 367595.