Employment Rights Bill: What Changes When, and What to Do First Artwork

Buzzing About HR

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Buzzing About HR

Employment Rights Bill: What Changes When, and What to Do First

August 12, 2025 • Kate Underwood • Season 1 • Episode 31

0:00 | 9:30

In this episode of Buzzing About HR, I am tackling the Employment Rights Bill without the drama, because if it has landed in your inbox and made you want to shut the laptop for a bit, I get it.

The good news is this. It is not all crashing down tomorrow.

The changes are rolling out in stages between 2025 and 2027, which means you have time to get organised if you stop treating it like one giant scary blob and start looking at it in chunks.

So that is exactly what we do in this episode.

I walk you through what is changing and when, in plain English. We start with the early changes expected around Royal Assent, then move into the April 2026 updates like day-one rights to paternity leave, Statutory Sick Pay from day one, and the new Fair Work Agency. We also look ahead to the next stage of changes around harassment prevention, fire and rehire, unfair dismissal, and flexible working.

But this episode is not just a timeline.

It is also about how to prepare without turning your life into one long HR admin session.

I talk through a phased readiness approach that actually works for small businesses. Review what you already have. Pick one area to tighten at a time. Use quieter periods to tackle something manageable, like sickness, flexible working, or harassment prevention. And create a simple tracker so you can see what needs doing and when, instead of leaving it all until autumn and regretting your life choices.

We also deal with a few of the myths that are already doing the rounds. No, you do not need to rewrite every policy this week. No, you do not need a huge system to stay on top of it. And yes, a spreadsheet is still a perfectly respectable plan if you actually use it.

If the Employment Rights Bill feels big, this episode is here to make it feel doable.

Subscribe, share it with another business owner who needs a calmer way to tackle it, and leave a review so more small businesses can find practical HR support without the panic.

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Until next time, keep buzzing, and take care of your people.

Speaker 1 0:38

Picture this it's mid-August , the 12th to be exact , and while half the country seems to be on holiday , my inbox has decided I need a little light summer reading . Otherwise known as the latest legal roadmap for the Employment Rights Bill , it sets out changes rolling in stages between now and 2027 . But here's the thing this isn't a tidal wave crashing in tomorrow . It's more like a slow , steady tide and

Introduction to Employment Rights Bill

Speaker 1 1:07

as a small business owner , you do not have to jump into full compliance overnight . In the next 20 minutes you'll get the dates to care about and a short checklist , my 10 point employment rights readiness checklist , so you can crack on this quarter without losing your head or your lunch break . So pour your brew , maybe sneak outside for a bit of sun and by the end of this episode you'll understand what's landing soon and when . What can wait until later , how to without panic . Hello , I'm Kate Underwood , your HR lifeline , workplace demystifier and champion of small businesses surviving compliance with grace . You've tuned in to Buzzing About HR , where big legislative changes become manageable steps even in the middle of the holiday season . Legislative changes become manageable steps even in the middle of the holiday season , and actually August is the perfect time to tackle the

Implementation Timeline Explained

Speaker 1 2:07

light prep jobs , the phones are quieter , half your team are in Cornwall or Spain and you've got a rare chance to look ahead before the September-October everything-all-at-once chaos arrives . The Employment Rights Bill Roadmap a phased rollout . On 1 July 2025 , the Government published the Employment Rights Bill Implementation Roadmap setting a clear path for changes planned across 2026 and 2027 . Here's the simplified timeline At Royal Ascent Likely late 2025 .

Speaker 1 2:52

Repeal of restrictive union laws . Simplified industrial action procedures . Protections against dismissal for taking lawful industrial action . April 2026 . Day one rights to paternity and unpaid parental leave . Statutory sick pay from day one with no lower earnings limit . Establishment of the Fair Work Agency . Stronger whistleblowing protections . Simplified trade union recognition and digital balloting . Doubling redundancy protective awards October 2026 . Ban on certain fire and rehire practices . Legal duty to take all reasonable steps to prevent sexual harassment , including from third parties . Extended tribunal time limits . Greater trade union rights and regulation of tipping practices Day 1 . Protection from unfair dismissal probation periods to follow separately . Stronger , flexible working rights . New bereavement leave . Protections for pregnant workers . Limits on zero-hours contracts and required notice for shift cancellation . Regulation of umbrella companies and guaranteed hours for low-hours workers . Regulation of umbrella companies and guaranteed hours for low hours workers .

Speaker 1 4:30

What needs doing Now ? A calmer approach . Phew , that's a lot , but you do not have to tackle it all at once . What you can do Now keep an eye on government consultations due out in the next six to nine months , particularly around unfair dismissal , zero hours and flexible working . Map your existing policies to the future changes so you know where the gaps will be .

What Needs Doing Now

Speaker 1 4:59

Block out time this quarter to review just one area like sickness absence or harassment prevention For April 2026 . Update your sick pay and parental leave policies so they're ready for the changes . Decide who in your business will liaise with the new Fair Work Agency if you need guidance For October 2026 . Start shaping a stronger harassment prevention framework , including third-party risks . Review your redundancy and fire and rehire processes for compliance .

Speaker 1 5:43

Myth busting and small biz strategy . Myth one I have to do everything now or I'll get fined . Nope , the roadmap gives you time . Stay informed , not panicked . Myth one I have to do everything now or I'll get fined . Nope , the roadmap gives you time . Stay informed , not panicked . Myth two if I delay , I'll lose credibility . Actually preparing and communicating thoughtfully builds trust internally and with your team . Mini drama one small cafe owner

Myths and Small Business Strategy

Speaker 1 6:12

panicked after hearing about day one dismissal rights and scrapped probation clauses overnight . Result huge staff confusion and awkward conversations . It would have been better to wait for the official guidance and implement the change alongside training , alongside training .

Speaker 1 6:38

Listener . Q and A . Q Do we need to start working with the Fair Work Agency now ? A Number it's not operational yet . Keep watch for early 2026 . Q Should I start unpaid parental leave policies now ? A you can add a coming soon section in your handbook , but no rush , it's April 2026 before it's live . Q what if I don't have time for policy updates ? A Prioritise , choose the one or two changes that matter

Q&A for Business Owners

Speaker 1 7:07

most for your team this quarter , for your team this quarter .

Speaker 1 7:19

Buzzword of the day Phased readiness , not panic . Break the changes into manageable chunks . Tie each to a quarter between now and 2027 . You'll avoid overwhelm and you'll actually get things done . Part six who's getting it right ? One local retailer has built a simple spreadsheet one column for the change , one for the date it comes into effect , one for the owner in their team and a tick box for when it's complete . Another client uses Trello , tagging each change to the relevant quarter . It's a living plan , not a last-minute scramble .

Speaker 1 7:59

Final thoughts yes , the Employment Rights Bill is big . Yes , it's historic , but the phased rollout

Practical Approaches and Final Thoughts

Speaker 1 8:08

means you can adapt at a sensible pace . The phased rollout means you can adapt at a sensible pace . Use August to review , plan and tidy up the easy wins . Come autumn you'll be ready for the next steps without the stress . And remember small , consistent actions now . Save you from big , expensive headaches later . If you'd like my 10-point employment rights readiness checklist , you can grab it in the show notes or via kateunderwoodhrcouk . It's the simplest way to know what's next and when . That's it for this episode of Buzzing About HR . If it's helped calm the compliance jitters , share it with another business owner or save it for that moment in October when you think wait , when was that change again ? Until next time , stay proactive , stay prepared and keep enjoying the summer while it lasts . Bye for now .

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