The government has postponed key worker protections under the Employment Rights Bill originally due to roll out in 2026 until 2027 in an effort to give businesses more time to adapt to the new legislation.
What’s Coming and When?
The bill is still under review in the House of Lords and is expected to receive Royal Assent in autumn 2025. The government’s revised timeline for implementation is as follows:
From April 2026:
- Removal of the four-day wait for statutory sick pay
- New whistleblowing protections
- Day-one rights to paternity and unpaid parental leave
From October 2026:
- Ban on “fire and rehire” practices
- Fairer tipping laws
From 2027:
- Day-one unfair dismissal protection (with a 9-month probation period)
- Flexible working rights
- Zero-hours contract reforms
Why the Delay?
The delay follows pushback from businesses concerned about the cost, complexity and administrative burden of the changes. The government says the new timeline offers “clarity and certainty” for companies to plan and grow, while critics argue it slows much-needed progress on workers’ rights.
Consequences
The delay means workers will continue to face a two-year qualifying period before they are protected from unfair dismissal. This leaves many employees still vulnerable to being dismissed without recourse.
The complexity of the upcoming reforms may also discourage employers from hiring, especially smaller enterprises that do not have dedicated HR support. The government also estimates that the cost of implementing the reforms could reach around £5 billion – this financial burden comes on top of recent increases in National Insurance contributions and the minimum wage, adding further pressure on employers.
Positive
However, the phased implementation of the bill gives employers more time to prepare for the changes, helping them to plan and adapt without being overwhelmed by sudden reforms.
When the changes are implemented, employees and workers will benefit from earlier access to key rights, such as statutory sick pay from day one. Furthermore, banning “fire and rehire” practices and ensuring fairer tipping laws will help protect workers from exploitative treatment in the workplace.
Finally, the reforms seem to aim to modernise employment law in line with today’s working patterns, including flexible working and zero-hours contract reforms.
If you are an employer or employee affected by the above issue and want advice or support in connection with the same, or any employment law or HR issues more generally, please do not hesitate to contact us on 01206 239 761.
Related articles
February 16, 2026
