Employment Rights Bill – what employers should do now to prepare

13th Oct 2025

Author: Mohammed Balal

What should employers be doing to prepare for the Employment Rights Bill?

With wide-ranging changes taking effect between 2025 and 2027, employers need to take proactive steps now. This includes updating contracts and policies, training managers, and staying informed as the phased rollout continues.

The Employment Rights Bill (ERB) is being introduced in stages, but many of the changes will require advance planning. Employers who start preparing now will be better placed to support their workforce, stay compliant and avoid disruption.

In this final part of our series, Employment Law specialist Mohammed Balal sets out a practical action plan for employers of all sizes.

Understand the key dates

Knowing when the changes take effect is the first step:

• Late 2025 – Royal Assent and immediate changes around trade union rights and industrial action
• April 2026 – Family leave, sick pay reforms, whistleblowing protections, Fair Work Agency
• October 2026 – Fire-and-rehire ban, employer duties on harassment, fair tips and pay
• 2027 – Gender pay gap reporting, menopause action plans, pregnancy protections, bereavement leave, and regulation of umbrella companies

What to do:
Create a simple internal timeline so HR and leadership teams are clear on when to act.

Review and update internal policies

Many of the changes will require updates to your contracts, staff handbooks, and HR processes.

Policies to review include:

• Sickness absence and Statutory Sick Pay (SSP)
• Parental and paternity leave
• Whistleblowing procedures
• Sexual harassment and equality
• Redundancy consultation and protective awards
• Tipping and service charge policies (if applicable)
• Bereavement leave and support
• Menopause and wellbeing in the workplace

What to do:
Conduct a policy audit now and prioritise changes that need to be in place for April 2026.

Train your managers and HR teams

Frontline managers will play a critical role in implementing these changes, especially those affecting:

• Family leave and parental rights
• Whistleblowing disclosures
• Handling union-related activity
• Responding to harassment or workplace grievances
• Flexible and zero-hours working arrangements

What to do:
Provide clear guidance and up-to-date training so that your people leaders feel confident and informed. 

4. Strengthen workplace dialogue

Many of the reforms encourage a more collaborative approach to workplace relations — from fair pay and trade union recognition to tackling discrimination and supporting wellbeing.

What to do:

• Engage with employee representatives and unions early
• Listen to staff feedback on key changes
• Promote transparency when updating policies or procedures

A more open culture can reduce misunderstandings and build long-term trust.

5. Monitor your third-party relationships

If you use umbrella companies, contractors or outsourced HR functions, it is important to ensure they are aware of the reforms and operating compliantly.

What to do:

• Review how umbrella workers are engaged
• Request contracts and pay transparency
• Align third-party procedures with your internal obligations

How Butcher & Barlow can help

 

The Employment Rights Bill is a significant shift in UK employment law, but you do not need to navigate it alone.

Our Employment Law Team can support you with:

• Policy audits and contract reviews
• Training for managers and HR staff
• Ongoing compliance advice
• Workplace investigations and dispute resolution
• Support with union engagement and collective bargaining

Whether you are a small business or a larger employer, we can tailor our advice to your needs and priorities.

If you would like a consultation or policy health check, please get in touch today.

You can download our handy check list of things you need to consider to ensure you are compliant here.

 

If you missed our previous articles, they are available through the links below:

A new era for workers’ rights – an introduction to the Employment Rights Bill: https://www.butcher-barlow.co.uk/news/employment-law-hr/introduction-to-the-employment-rights-bill-butcher-barlow/

What is changing first? Immediate reforms under the Employment Rights Bill: https://www.butcher-barlow.co.uk/news/employment-law-hr/what-changes-first-under-the-employment-rights-bill-butcher-barlow/

What is changing in April 2026 under the Employment Rights Bill?: https://www.butcher-barlow.co.uk/news/employment-law-hr/employment-rights-bill-april-2026-changes-explained-butcher-barlow/

October 2026: New protections and duties for employers under the Employment Rights Bill: https://www.butcher-barlow.co.uk/news/employment-law-hr/october-2026-employment-law-changes-butcher-barlow/

2027 reforms: Final changes under the Employment Rights Bill: https://www.butcher-barlow.co.uk/news/employment-law-hr/employment-rights-bill-what-is-changing-in-2027-butcher-barlow/

The information in this article was correct at the time of publication. The information is for general guidance only. Laws and regulations may change, and the applicability of legal principles can vary based on individual circumstances. Therefore, this content should not be construed as legal advice. We recommend that you consult with a qualified legal professional to obtain advice tailored to your specific situation. For personalised guidance, please contact us directly.