The Employment Rights Bill (ERB), which is set to roll out from autumn 2025, marks the most significant overhaul of employment law in nearly three decades. With 28 reforms to workers’ rights looming, employers must act now to prepare for the changes that will redefine workplace rights, employer obligations, and regulatory enforcement.

This article outlines the key milestones and actions employers should consider to ensure compliance and mitigate the risk and cost ahead.

Understanding the ERB change roadmap

The ERB introduces a wide range of reforms with implementation beginning this autumn and continuing into 2027. Some of the most significant are:

• Autumn 2025: repeal of the Strikes (Minimum Service Levels) Act 2023, simplification of industrial action notices, and unfair dismissal protection for employees involved in industrial action.
• April 2026: establishment of the Fair Work Agency, day-one rights for statutory sick pay and paternity leave, and enhanced whistleblowing protections.
• October 2026: new duties to prevent sexual harassment, fire-and-rehire restrictions, and an increase in employment tribunal time limits.
• 2027: day-one unfair dismissal rights, mandatory gender pay gap and menopause action plans, regulation of umbrella companies, and expanded flexible working rights.

These reforms will impact recruitment, workforce planning, contract design, and internal governance. Employers have a double-challenge in preparing both for the legal implications and the operational challenges of implementation.

A six step ERB implementation plan

To navigate the ERB effectively, employers should be planning now.

• Appoint a project manager: a dedicated project lead with strong change management skills should coordinate the implementation. This role will involve aligning stakeholders, managing timelines, and ensuring that legal, HR, payroll, finance, tax and IT functions are integrated into the process.
• Board-level engagement: some reforms—such as guaranteed hours, unfair dismissal rights, and gender pay gap action plans—carry significant strategic and reputational implications. Early engagement with the board is essential to secure buy-in, allocate resources, and align the changes with broader business objectives.
• Identify key stakeholders and working groups: cross-functional collaboration is vital. HR, legal, finance, and payroll teams must work together, supported by IT and information security to explore digital solutions that support compliance and reduce risk.
• Set priorities and milestones: not all reforms will affect every business equally. You should assess which changes are most relevant, when they take effect, and how they intersect with existing policies. A phased roadmap with clear ownership and deadlines will help manage the transition efficiently. We can help you identify your greatest areas of risk.
• Conduct risk assessments and identify compliance gaps: organisations should evaluate current practices against the upcoming reforms. This includes reviewing contracts, policies, and procedures to identify areas of non-compliance. Early action can reduce exposure and, in some cases, demonstrate proactive compliance to regulators.
• Policy and contract design, plus training: once gaps are identified, employment contracts, policies, and internal controls will have to be updated. Training for managers and supervisors will be critical to ensure consistent application of new rights and responsibilities. External communications may also be needed to reassure clients and third-party partners.

Turning ERB compliance into competitive advantage

While the ERB presents challenges, it also offers opportunities. Businesses that embrace the reforms can enhance their employer brand, improve employee engagement, and reduce legal risk. For example:

• Gender Pay Gap action plans: beyond compliance, these plans can support diversity and inclusion strategies, helping attract and retain talent.
• Flexible working rights: proactive policies can boost productivity and employee satisfaction.
• Contract and policy updates: streamlined documentation can improve clarity and reduce the potential for disputes.

How we can help navigate the ERB

You don’t need to navigate the ERB alone. We can help you with the following:

• Readiness reviews: assessing current practices and identifying compliance gaps.
• Contract and policy drafting: ensuring documentation aligns with new legal standards.
• Training and communications: equipping teams with the knowledge and tools to implement changes effectively.
• Specialist advice: addressing complex areas such as trade union relations, sexual harassment prevention, rights to guaranteed hours of work, and umbrella company regulation.
• Preparing for the Fair Work Agency: the creation of the Fair Work Agency next April signals a new era of enforcement with increased scrutiny on employers, particularly around pay practices, working conditions, and equality measures. We can help you ensure compliance and provide support if you are subject to an inspection.

The Employment Rights Bill is a landmark shift in UK employment law. The key to successfully implementing these changes lies in early preparation, strategic planning, and expert support. By taking action now, you can not only ensure compliance but also position yourself as responsible, forward-thinking organisation in a changing legal landscape.

To find out more about how the Employment Rights Bill will affect your organisation, contact Charlie Barnes.

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