DBF are a class act. We used them for the sale of a house. Professional, clear and responsive. Craig and Belinda who handled our case were great. Nothing was too much trouble, responsive and easy to get hold of.
Dave Weston
Having made its way through the Committee Stage in the House of Lords in the last week of June, the Government has issued a road map for implementing the new provisions of the Employment Rights Bills with a phased timetable all the way up to 2027. The timetable is not set in stone and maybe subject to change.
Whilst employees will have quite a wait for some of the rights to be introduced, the lengthy implementation in phases will give employers an opportunity to take the necessary steps and adapt to the forthcoming changes.
The Government will also start consultation in respect of the number of provisions under the Bill later this year which will include consultation on the ‘Day 1’ unfair dismissal rights.
The current proposal for implantation includes:
Awaiting immediate Royal Assent
- The Repeal of the Strikes (Minimum Services Levels) Act 2023 and parts of the Trade Union Act 2016
- New protections preventing dismissal for participating in industrial action.
April 2026
- The protective award for collective redundancies will be doubled from up to 90 days gross pay to 180 day gross pay.
- Enhanced whistleblowing protections.
- Establishment of a Fair Work Agency.
- Statutory Sick Pay improvements, with removal of the lower earnings limit and waiting period.
- Day 1 paternity and unpaid paternity leave.
- Simplified trade union recognition and digital/ workplace systems.
- Mandatory gender pay gap and menopause action plans on a voluntary basis until 2027.
October 2026
- Expanding trade union rights will be introduced.
- Ban on fire and rehire of employees.
- Launch of a Fair Pay Agreement Negotiating Body for adult social care.
- Improved tipping laws.
- Introduction of employer’s duty to take “all reasonable steps” to prevent sexual harassment.
- Changes to time limits for making Employment Tribunal claims.
2027
- ‘Day 1’ dismissal rights.
- Extended rights for pregnant workers and new mothers.
- Bereavement leave.
- Umbrella company regulation.
- Protection against abuse of zero hour contracts.
- Mandatory gender pay gap and menopause action plans.
In the light of the above and now that there is a helpful road map giving employers the time to take the steps they need to prepare for the stipulated changes, organisations should take the opportunity to review their Employment Contracts, Policies and Procedures and ensure their Management Team undertake necessary training and to build in a culture that will support the changes.
At Davis Blank Furniss we will be highlighting the changes in more detail in the coming months and over the period of the Government’s road map.
If you would like to be included in our updates, newsletters and seminars please send an email to [email protected] or contact us on 0161 832 3304 and ask to speak to the Employment Team.
