The Employment Rights Bill – where to from here and what you should consider doing now.

Employment Law

The government’s roadmap of the Employment Rights Bill ensures that various acts will be phased in at different times, this gives businesses the time to adapt to roll out the reforms that will come into force from 2025 to 2027.

Why Compliance Isn't Just a Checkbox — It's a Business Accelerator

The word compliance rarely sparks joy. It conjures images of spreadsheets, audits, and eye-wateringly detailed policies, however when it's done right, it becomes less of a tick box exercise and more about a powerful catalyst for business resilience and growth.

So what can you do now to get ready for the changes?

Review your Contract, Staff Handbook, HR policies and documentation

New rights like enhanced sick pay and earlier protection from unfair dismissal will kick in from 2026 and 2027. So to avoid any last minute changes and problems for later now is the time to revisit how your HR policies are designed, communicated, and most importantly, audited. Look at your sickness, leave and dismissal procedures to ensure they are clear, compliant and up to date and can be easily adapted to the new legislation.

Ensure all of your policies are stored on line and are in a easily accessible place for all employees to access should they need them. If you are making changes to any policies it is important to let your staff know through internal communication to all staff, clearly stating what the changes are, where the new policy can be found and how employees acknowledge they have received the message.

Review your systems

Both payroll and HRIS systems will need to be updated (statutory sick leave and paid paternity leave etc) to adapt for the changes, therefore it is important to understand what your applications can do, test them by running through the changes and highlight where a manual workaround may need to be required. Having data that is accurate is essential to remain compliant and avoid any risks.

Strategise and Build a Plan for your business

Looking at the changes will require a strategic HR approach, every business will be impacted differently so it is important to look at your business including your structure, sector and workforce, how the legislation will impact it and prioritise the changes you will need to make. Enabling you to focus on what is most important and relevant for your business.

Control and anticipate budgetary changes

More sick pay, more parental leave. Stronger redundancy protections. These changes are set to have major financial implications, particularly for small businesses. Employers only have nine months to get ready for changes to statutory sick pay for example, which also includes the removal of the lower earnings limit and ending the three day waiting period.

Budgeting now lets you forecast costs and allocate resources, so you’re not caught when new entitlements kick in.

Management Training

Line managers will play a pivotal role on implementing these changes and ensuring they can consistently and confidently apply them. They will need to understand parental leave, harassment protections, and whistleblowing laws for example.

If your team isn’t thoroughly trained on all new changes, you could be at serious reputational or financial risk or exposed to further tribunal claims.

Be proactive and adaptable

Companies who proactively lead the change and embrace early compliance will be the ones who attract and retain top talent. We can help you to prepare for the legislative changes so you and your team can implement best-practice HR solutions by providing;

Policy Review – We can audit your current contracts, policies and frameworks to prepare you for each phase of the implementation.

Leadership Strategy Sessions – Providing support for founders and leadership teams on the implementation roadmap to be used and training required to lead with clarity, confidence and consistency.

Consultation and Communication Planning – to help engage your people and build a culture of trust and transparency.

Culture Transformation – turn compliance into competitive advantage so that the reforms align to your values and vision.

Ongoing partnership and support – we stay with you to support your compliance, culture and growth.