The Employment Rights Bill is on the horizon, with several key reforms that will affect businesses of all sizes. Understanding the Employment Rights Bill implementation timeline is crucial for employers to ensure compliance and maintain fair practices in the workplace.
Key Dates in the Employment Rights Bill Implementation:
- 21 October 2024: Second reading of the bill. Following formal introduction of the Bill at the first reading, this stage of the parliamentary process marks the first opportunity for MPs to debate the general principles of the Bill. The process of debating and refining the bill begins here.
- Autumn 2024: Introduction of the Equality (Race and Disability) Bill. This new Bill focuses on strengthening protections against discrimination in relation to race and disability.
- 2025: A series of consultations will take place throughout the year as part of the process to introduce many of the reforms laid out within the Employment Rights Bill. These will involve discussions with businesses, unions, and legal experts to refine the finer details of the bill’s implementation.
- April 2025 (likely): Implementation of the genuine living wage requirement. Employers will need to adjust their wage structures to comply with this new national standard. Whilst this date has not been explicitly stated, we do expect this likely to be from April.
- No earlier than 2026: Most of the reforms will begin to take effect. This includes a wide range of changes impacting dismissal, wages, and worker protections.
- No sooner than Autumn 2026: Unfair dismissal reforms are expected to be introduced. These will reshape how businesses manage dismissals, including the introduction of a statutory probation period, making it even more important to ensure compliance with fair dismissal practices.
Reassurance for Businesses: There’s Time to Prepare
While these changes may seem significant, there is plenty of time for businesses to assess their current practices, plan accordingly, and put the right strategies in place. The timeline allows for a gradual transition, with consultations happening in 2025 and most reforms not taking effect until 2026 or later.
Don’t feel overwhelmed—this is the perfect opportunity to start reviewing your policies and making adjustments to ensure you’re ready when the changes come into effect. Whether it’s reviewing your redundancy process or ensuring you meet the new wage requirements, early preparation is key to avoiding any last-minute scrambles or compliance issues.
Need Support? We’re Here to Help!
If you need any support or reassurance about how these upcoming changes may affect your business, we offer a free HR Advice Line where you can speak directly with one of our HR experts.
