The Employment Rights Bill is set to reshape the landscape of UK employment law, introducing sweeping reforms through a phased implementation stretching into 2027. For HR professionals, this presents both a challenge and an opportunity: a challenge to stay ahead of legal obligations and a chance to strengthen workplace practices. This article translates the roadmap into an actionable checklist—ensuring your organisation is prepared, informed, and compliant at every stage.
Your Employment Rights Bill checklist
1. Review the phased implementation timeline
The Bill follows a staggered rollout, with major changes arriving at different intervals:
Immediate upon Royal Assent:
Repeal of the Strikes (Minimum Service Levels) Act 2023
Repeal of most of the Trade Union Act 2016
Protections against dismissal for lawful industrial action
April 2026:
Day-one rights for paternity and parental leave
Statutory Sick Pay reform
Simplified trade union recognition process
October 2026:
Ban on fire-and-rehire practices
Mandatory preventative duty for sexual harassment
Extension of employment tribunal time limits
2027:
Ban on exploitative zero-hours contracts
New day-one unfair dismissal rights
Gender pay gap action plans
Use this timeline as your north star to plan internal reviews and policy updates.
2. Identify key reforms and their commencement dates
Highlight reforms that will directly affect your workforce. Start mapping them against your internal policies and contracts now. For example:
Do you offer zero-hours contracts?
How do you handle industrial action and related disputes?
Is your current harassment policy compliant with upcoming obligations?
Understanding what changes when—and for whom—is vital for prioritisation.
3. Prepare for consultations and guidance updates
The roadmap promises a consultative approach. Expect draft guidance, employer consultations, and Acas-developed Codes of Practice ahead of each phase. HR leaders should:
Engage early in consultation opportunities
Allocate time to digest upcoming guidance
Ensure internal training plans include these materials
4. Assess business readiness and system changes
Compliance will not happen in a vacuum—it requires cross-departmental action:
HR systems will need to reflect new entitlements (e.g., day-one rights)
Payroll processes may need updates for Statutory Sick Pay
Contracts and handbooks must be reviewed and amended
Small and micro businesses may need extra support—start resource planning now to avoid a compliance crunch.
5. Engage with Acas and government support channels
The government has committed to supporting employers with practical tools and channels of advice. Engage proactively:
Subscribe to updates from Acas and the Fair Work Agency
Attend webinars and training sessions offered via official channels
Use helpdesks and advisory services for clarification
A reactive approach could leave you behind. Aim to be an early adopter of best practice.
6. Monitor for further secondary legislation and codes of practice
Not all details are finalised—many provisions will be fleshed out through secondary legislation. HR teams should:
Create a monitoring process for legal updates
Designate someone in your team to track and interpret changes
Review and adapt policies continuously as more Codes of Practice are released
Final thoughts: plan now, implement with wonfidence
The Employment Rights Bill is not just another legislative update—it’s a systemic recalibration of UK employment norms. The phased approach gives HR teams the time they need—but only if it’s used wisely. By following this checklist, HR managers can move from uncertainty to strategic readiness, ensuring compliance while reinforcing a culture of fairness and transparency.
Need support navigating the Bill?
Tools like Lex HR can help you stay on top of changes, align your policies with current legislation, and guide your organisation through the Employment Rights Bill reforms.
This article was created with insights from Lex HR - your always-on HR legal assistant. Lex HR helps HR professionals navigate complex employment law with confidence, providing real-time, reliable advice tailored to your needs. Try it free today and see how much easier compliance can be.
