Change looms | Key preparations for the Employment Rights Bill in 2026

For many HR leaders, 2025 has been defined by constant legal change, from new obligations to prevent sexual harassment to shifting expectations around flexible working and employee protections. And as the year draws to a close, there is little sign of respite heading into the new year.

The Employment Rights Bill is still not law, yet the first wave of its most significant reforms is scheduled to take effect in April. However, with parliamentary disagreement dragging on and consultation windows narrowing, employers are being asked to prepare for change without the certainty they would normally expect.

Despite the ongoing political uncertainty, the direction of travel is clear. The Bill represents the most substantial shake-up of UK employment rights in a generation, touching everything from sick pay and parental leave to harassment, trade union rights and workforce planning.

For HR leaders, waiting for Royal Assent before acting may prove a costly mistake.

Why the Bill is still stuck in Parliament

The Employment Rights Bill remains caught in what has become known as parliamentary ping pong, bouncing between the House of Commons and the House of Lords. According to employment lawyer Catherine Hare from Forbes Solicitors, the delays stem from fundamental disagreements over key aspects of the reforms.