Roadmap for the introduction of new Employment Rights in the UK
As the Employment Rights Bill reaches Report Stage at the House of Lords, the UK is on the brink of the most significant employment law reform in a generation. We now have a roadmap for how the government plans to reshape the future of work with bold protections, transparent practices, and a fairer framework for both employers and employees.
What the Bill Delivers
Key reforms include:
Day-One Rights: Employees gain immediate access to protections like parental leave, sick pay and the right to claim for unfair dismissal.
Fire-and-Rehire Ban: The controversial practice of forcing contract changes through dismissal is prohibited, preserving job security.
Expanded Equality Duties: Employers now carry strengthened obligations to foster inclusive work environments.
Sector-Specific Negotiating Bodies: Public sector support staff and social care workers gain formal representation through newly established wage negotiation bodies.
Tribunal Reform: Time limits on claims extended from three to six months, giving workers more breathing room to seek justice.
Harassment Safeguards: Employers will be legally obliged to take proactive steps to prevent workplace harassment—including by third parties.
Implementation Timeline
Phase | Key Milestones |
Royal Assent (2025) | Repeal of restrictive union legislation; Non-Disclosure Agreement (NDA) reform begins |
April 2026 | Day-one employment rights activate; sick pay expansion; major changes to whistleblowing laws |
October 2026 | Ban on exploitative contract changes; new harassment rules |
2027 Onward | Unfair dismissal becomes a day-one right; broader protection rollout |
Ending Workplace Silence: The NDA Ban
In a landmark move, the Bill bans the misuse of Non-Disclosure Agreements to cover up harassment or discrimination. These gagging clauses commonly used in settlement agreements will be voided when they prevent victims from speaking out. This brings legislation for discriminatory treatment in line with the current s43J ERA 1996 which voids any provision which seeks to prevent whistleblowing.
This means victims and witnesses will now have the freedom to share their experiences without fear of legal retaliation, while commercial NDAs used for legitimate business purposes remain intact.
This change reflects years of tireless campaigning and gives voice to the thousands previously silenced, particularly in sectors like retail, hospitality, and accommodation, where insecure employment has often left workers vulnerable and unsupported.
Why This Matters
This legislation provides a blueprint for a fairer, more compassionate working world. We look forward to welcoming the Employment Rights Bill which seeks to lay the foundation for transparency and sustainable employment standards.
Impact and Support
Individuals: At CSJ we can provide advice and support to help you navigate any challenging employment scenario
Businesses: We can provide advice to employers to begin preparing now for compliance, adapting contracts, updating HR protocols, and engaging proactively with staff about the upcoming changes.
If any of these issues have affected you or your business and you wish to seek advice, please contact CSJ Legal here.
July 2025