Reform to Reality: key upcoming changes in the Employment Rights Bill and anticipated implementation dates

Set to bring some of the most wide-ranging changes to UK employment law in decades, the Employment Rights Bill (ERB) continues to progress through Parliament. 

With the House of Commons having rejected the House of Lords proposed amendments on 15 September 2025, the Lords debated and voted on further amendments on 28 October 2025. On 5 November 2025 the ERB returned once again to the Commons for them to debate and vote on further amendments in lieu. 

Notwithstanding the ongoing parliamentary ping pong, Royal Assent is edging closer. It is therefore time for attentions to turn to the implementation of what is to become the new Employment Rights Act.

Subject to a few areas of ongoing debate, in particular day one protection from unfair dismissal, (see our recent article for more on this), the ERB is set to introduce a wide range of changes that employers and employment lawyers alike need to get ready for. 

Key upcoming changes include:

The enforcement of employment rights is also facing significant change. The limitation period for most employment related claims is 3 months, this is set to  increase to six months from Autumn 2026. A new Fair Work Agency with a remit to support compliance and take action against breaches will also be created. Also see our recent article on the extension of the ACAS early conciliation period. 

For more information on how we can support you to support your employees, please contact the Employment Team.