Employment Rights Bill
Hardeep Kular
The Employment Rights Act introduces the most significant set of changes to UK employment law in many years. Rather than taking effect all at once, the reforms will be implemented gradually between 2026 and 2027, with Industrial Action Reforms already implemented in February and Worker Protection Reforms in April this year.
The timeline below highlights the key stages of implementation. The first table summarises the reforms and what they mean in practice for employers, including the level of legal and operational risk. The second table explains the practical implications for employees, focusing on how the reforms may affect workplace rights and protections.
Together, these provide a practical overview of the reforms and the areas organisations should begin preparing for now.
Proposed Change | Proposed Implementation Date | Summary of Changes | What this Means for Employers | Risk Rating for Employers |
Industrial action reforms | 18 February 2026 | • Strike mandates: Valid for 12 months (previously 6). • Notice period: Reduced from 14 days to 10 days. • Thresholds: Removal of the 40% support requirement for important public services. • Picketing: Requirement to appoint a picket supervisor removed. • Dismissal protection: Protection from dismissal during lawful strike action extended for the entire duration of the strike (previously limited to 12 weeks). | • Industrial disputes may last longer following a single ballot, increasing operational disruption risk. • Reduced notice periods shorten the window for contingency planning. • Removal of ballot thresholds lowers the procedural barrier to industrial action. • Employers in unionised sectors may face more frequent and sustained strike activity. • HR teams should review internal industrial action response procedures, communications strategies and business continuity planning. | High — highest exposure for transport, rail, aviation, healthcare, education, public services and large manufacturing employers with established union presence. |
Trade union recognition reforms | Expected April 2026 | • Simplified statutory recognition procedures. • Potential relaxation of workforce support thresholds required to trigger recognition ballots. • Greater role for the Central Arbitration Committee (CAC) where recognition negotiations fail. | • Non-unionised employers may face increased union recognition campaigns. • Successful recognition may impose statutory collective bargaining obligations covering pay, hours and holidays. • Employers may need to invest in stronger employee engagement frameworks to mitigate unionisation risk. | Medium — particularly relevant for large private sector employers, retail, logistics, hospitality and technology firms where unionisation rates have historically been lower. |