The UK Government’s Employment Rights Bill continues to progress through Parliament. Nine months after being introduced, it now looks likely to complete its parliamentary journey in Autumn 2025.
On 2 July the Government published an implementation timetable and a considerable series of amendments. However, translating its measures into practical implementation will take longer, with many measures not expected to come into force until 2027 following further consultations. For electrical contractors—many of whom operate small to medium-sized businesses or rely on flexible labour models—these changes are particularly important.
The Government has confirmed that the Bill’s provisions will be introduced in stages, beginning in April 2026 and continuing through 2027. This phased approach is designed to give businesses time to adapt to the new legal framework.
ECA (Electrical Contractors’ Association) will continue to monitor and guide employers through the following changes:
At Royal Assent
- Repeal of trade union legislation and simplifying ballots.
April 2026
- Day one rights to paternity and parental leave for all employees
- Statutory Sick Pay (SSP) payable from day one
- Whistleblowing protections expanded to include sexual harassment.
October 2026
- One week of statutory bereavement leave
- Zero-hour contract reforms extended to agency workers
- Fire and rehire practices prohibited (see below for amendments)
- Employers must take “all reasonable steps” to prevent sexual harassment
- Third-party harassment protections reinstated
- Tribunal claim time limits extended from three to six months.
2027
- Day one protection from unfair dismissal
- Gender pay gap and menopause action plans for employers with 250+ staff
- Pregnancy and maternity protections extended to six months post-return
- Collective redundancy consultation thresholds revised to include multiple sites
- Umbrella companies defined as “employment businesses”.
ACAS has a full list of proposals and timescales here.
Recent Amendments: What’s New?
The Government has also introduced a series of amendments:
- Banning Non-Disclosure Agreements in harassment/discrimination claims
- Bereavement leave entitlement for miscarriage
- A tighter definition has been given to dismissals that are automatically unfair if the dismissal is a result of a ‘restricted variation’ to do with pay, hours and holidays. Nothing about changing terms and conditions to accommodate a change in the place of work or employee duties.
As of July 2025, the Bill is in the report stage in the House of Lords, with final readings expected in autumn 2025. Once approved, it will return to the House of Commons for final consideration before receiving Royal Assent, likely by the end of the year.
ECA will guide electrical contractors through the changes and the implementation as details are clarified.
You can access the official Employment Rights Bill implementation timetable here.
Last updated 16 July 25