In the biggest overhaul of employment rights in a generation, the UK Government’s proposed Employment Rights Bill is moving through Parliament, promising sweeping changes designed to restore fairness in the workplace.

Whether you’re in HR, a business leader, or responsible for culture and compliance, this is not a moment to sit back and wait.

Last year, when we saw the change of Government, they announced their 100 day plan which indicated changes to Employment Law.

In October, we saw the proposal of the Employment Rights Bill which started its journey through the House of Commons and Lords before being approved as legislation.

The Government’s proposed Employment Rights Bill is being called the most significant update to UK workplace rights in a generation. With the aim of putting fairness back into the workplace, it includes new protections for workers, changes to dismissal rights, stronger trade union powers, and more.

But with consultations ongoing and the Bill still moving through Parliament, it’s clear this is an ever-evolving picture, which, if approved, will have a huge impact on employers and employees alike.

The Government’s proposed Employment Rights Bill is the biggest upgrade to workplace protections in a generation.

With consultations rolling out from 2025 and changes taking effect through to 2027, this is a live and evolving picture and one every organisation needs to stay ahead of.

What’s Changing and Why It Matters

The proposed Employment Rights Bill touches almost every aspect of how we manage people at work:

• Day one rights for unfair dismissal
• Stronger protections for trade union members
• Fire and rehire restrictions
• Regulation of umbrella companies
• And — importantly — the introduction of Menopause Action Plans

This is a live and evolving picture, with consultations kicking off from Summer 2025 and changes rolling out in phases through 2027.

‘Day One’ Dismissal Rights

One of the most talked-about proposals is giving employees protection from unfair dismissal from day one.

Originally, the Government planned to introduce a new nine-month ‘initial period’ with a simpler dismissal process.

But the House of Lords has now voted to replace this with a ‘straightforward six-month qualifying period’.

Their reasoning? It’s simpler, clearer, and avoids creating a new legal structure.

The Bill now returns to the Commons and with the Government likely to reinstate its original version, this could still go either way.

The final outcome will shape whether ‘day one’ rights include a complex new process or a simpler 6-month rule.

Either way, it shows just how fast-moving and unpredictable this Bill remains.

Spotlight: Menopause Action Plans – Time of Get Ahead

One of the most impactful changes in the Bill is the introduction of menopause action plans. Here’s what you need to know:

• April 2026 – Menopause action plans introduced on a voluntary basis
• From 2027 – Mandatory for organisations with 250+ employees
• Any time – It’s considered good practice to implement one, whatever your size

This is a brilliant opportunity to create healthier, more supportive workplaces but many organisations won’t know where to start.

That’s where I come in.

I work with organisations of all sizes to:

• Develop meaningful, practical menopause action plans
• Review existing policies and processes with a menopause lens
• Train line managers and menopause champions
• Support internal awareness campaigns
• Ensure your approach is inclusive, proactive and future-ready

Whether you’re preparing for this specific requirement or just want to lead the way in employee wellbeing, you don’t have to wait for the mandate to make progress.

As you know, I am a HR Consultant so not only can I support you with your menopause action plans, I can help you with the rest of your preparation for the Employment Rights Bill.

Key Consultation & Implementation Timeline

Summer/Autumn 2025 Consultations:

• Fair Pay Agreement (Adult Social Care)
• Dismissal rights
• School Support Staff body

Autumn 2025 Consultations:

• Trade union recognition, balloting and access
• Fire and rehire
• Umbrella company regulation
• Bereavement leave
• Rights for pregnant workers
• Zero-hours contracts reform

Winter/Early 2026 Consultations:

• Protections for striking workers
• Flexible working
• Tipping laws
• Redundancy and blacklisting

When Will Changes Take Effect?

At Royal Assent (likely 2025):

• Repeal of key strike laws and simplification of union rules
• Stronger protections for workers taking industrial action

From April 2026:

• Day 1 paternity and unpaid parental leave
• Whistleblowing protections
• New Fair Work Agency
• Statutory Sick Pay reforms
• Voluntary menopause action plans introduced

From October 2026:

• New restrictions on fire and rehire
• Stronger union access and harassment prevention duties
• New rights for trade union reps
• Tipping and procurement rules

From 2027:

• Mandatory menopause action plans for large employers (250+ staff)
• Pregnant workers’ protections
• Zero Hour Contract reforms (including agency workers)
• Blacklisting protections
• Umbrella company regulation
• Flexible working and bereavement leave reforms
• Outcome of dismissal rights still pending final decision

Let’s Get You Prepared

Whether you’re a large organisation facing mandatory change or a smaller employer wanting to lead with best practice, being proactive will make all the difference.

Step 1

Menopause is a workplace issue not just a personal one.

If we’re serious about inclusion, we need to create cultures where people feel safe, supported and understood at every life stage, including menopause.

It starts with open conversations

It grows with the right support

It thrives in an inclusive culture

My free guide, ‘Menopause Matters’ will help you take the first (or next!) step towards a menopause-inclusive workplace.

Get your copy here: https://dashboard.mailerlite.com/forms/434300/130374994675894120/share

Step 2

If you’re looking to write or refresh your menopause policy, I’ve got you covered.

This practical guide will help you to write a menopause policy that’s clear and supportive for your employees.

✅ Aligned with best practice

✅ Designed to support real workplace culture change

Get your free copy here: https://dashboard.mailerlite.com/forms/434300/127119282070882022/share

Step 3

If you’d like some bespoke, high touch support, you can hire me to help you:

• Create a menopause action plan that’s inclusive, effective, and aligned with your values
• Understand and prepare for the wider HR changes in the pipeline
• Engage your people with practical training and meaningful support

Get in touch here if you’d like to get ahead of the curve and ensure your people practices are ready for the future.

PS: Share with a colleague who needs to hear about this.

You can also follow me here LinkedIn for updates on the Employment Rights Bill, inclusive policy templates, and upcoming workshops.

Alison x