The Employment Rights Bill was introduced in October 2024. It aims to enhance employment rights and protections for employees. Key provisions include removal of the two‑year qualifying period for unfair‑dismissal claims, which will be replaced by an extended statutory probationary period, and reforms to Statutory Sick Pay (SSP).
The reforms are set to take effect from April 2026 and beyond.
Below are the dates to watch.
April 2026
- Statutory Sick Pay (SSP) payable from day one of illness, regardless of length of service.
- Paternity leave becomes a day‑one right.
- Unpaid parental leave becomes a day‑one right.
- Voluntary gender‑pay‑gap and menopause action‑plan publications.
- Removal of the lower earnings limit (LEL).
October 2026
- Time limit for bringing tribunal claims extended from three months to six months.
- Employers must take all reasonable steps to prevent sexual harassment.
- Employers must not permit harassment by third parties, for example a client or customer.
- Employers must inform workers of their right to join a trade union.
2027 (exact date to be confirmed)
- Two‑year unfair‑dismissal qualifying period removed and replaced by a statutory probationary period (guidance to follow).
- Zero‑hours workers gain the right to request a guaranteed‑hours contract that reflects their regular working pattern.
- Flexible working becomes a default day‑one right, except where unreasonable or not feasible.
- Publication of gender‑pay‑gap data and menopause action plans becomes mandatory.
- It becomes unlawful to dismiss a woman while pregnant, on maternity leave, or within six months of returning to work.
- Introduction of a day‑one right to at least one week of bereavement leave.
If you are already planning for these changes or have encountered similar issues, call our employment‑law team on the Lawgistics telephone helpline or see how HRManager software can streamline your compliance.
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