What Learning and Development Managers Need to Know About the Employment Rights Bill

8 October 2025
All resources, Future of work, Learning and development strategy, Learning design, Learning topics, Off-the-shelf elearning

The UK’s Employment Rights Bill is set to bring some of the most significant changes to employment law in decades. While it hasn’t become law yet, it’s expected to do so in autumn 2025, with phased changes rolling out through 2026 and 2027.

For learning and development (L&D) managers, this means it’s time to start preparing. The Bill will impact training, onboarding, HR processes, and workforce communications, so understanding the changes early will help you support your organisation and employees effectively.

Autumn 2025 Changes: Industrial Action and Trade Union Rights

Some of the first changes are expected as soon as the Bill becomes law:

Minimum service levels for strikes will be removed
Dismissal for industrial action will be automatically unfair, removing the current 12-week limit
Trade union activity simplified: notice periods reduced to 10 days, simple majority votes, 12-month mandates, removal of picket supervisor requirements

Why it matters for L&D:
Training on industrial action policies, employee rights, and internal communication will need updating. HR teams may need support in creating clear guidance and materials to ensure staff understand their rights and obligations.

April 2026 Changes: Parental Leave, Sick Pay, and Whistleblowing

In April 2026, further changes are expected to affect everyday HR and training processes:

Paternity and ordinary parental leave will become day-one rights
Statutory sick pay (SSP) will be paid from the first day of illness, with the lower earnings limit removed
Whistleblowing protections expanded to include sexual harassment
Collective redundancy protective awards expected to double from 90 to 180 days’ pay
Voluntary menopause and gender pay gap action plans introduced

L&D takeaway:
Your onboarding, HR policies, and training content will need updates. This may include line manager briefings, e-learning modules on parental leave, SSP, menopause awareness and harassment reporting, and guidance on collective redundancy processes.

October 2026 Changes: Harassment, Dismissal, and Flexible Work

By October 2026, more changes will touch employee protections and HR practices:

“Fire and rehire” practices will generally become automatically unfair
Employers will have a duty to prevent harassment from third parties, not just colleagues
Non-disclosure agreements (NDAs) restricting harassment/discrimination claims will be voided
Updates to tipping law, tribunal time limits, and trade union rights

Implications for L&D:

Incorporate updated harassment prevention training, covering all sources of harassment including sexual harassment training and whistleblowing
Review policies on NDAs and whistleblowing
Prepare managers to support employees under the new flexible work and tribunal time frameworks

2027 Changes: Day-One Rights and Modernising Employment Protections

The Bill also includes longer-term changes, likely coming in 2027:

Unfair dismissal protection from day one of employment
Expanded pregnancy and maternity rights
Bereavement leave introduced
Rights for zero-hours workers (guaranteed hours, compensation for cancelled shifts)
Mandatory gender pay gap and menopause action plans
Collective redundancy rules extended across whole organisations
Trade union protections modernised, with new industrial relations framework

Why this matters for L&D:
Your training, HR systems, and internal communications will need to accommodate these new rights. Consider designing e-learning modules and manager toolkits to explain changes in flexible working, zero-hours contracts, and bereavement leave.

Practical Steps for L&D Teams

Stay informed: Watch webinars, sign up for newsletters (e.g., Acas), and attend masterclasses.
Update training content: Onboarding, line manager briefings, and compliance training modules will need to reflect all phased changes.
Communicate with employees: Ensure staff understand how changes affect their rights.
Review policies and e-learning: Make sure parental leave, SSP, flexible working, and harassment modules are current.
Collaborate with HR and legal teams: L&D plays a key role in embedding compliance through learning and culture.

Conclusion

The Employment Rights Bill represents a major shift in UK employment law, with phased changes affecting industrial action, parental leave, sick pay, harassment protections, flexible work, and trade union rights.

For learning and development managers, now is the time to review, update, and future-proof training programmes so your organisation can meet the new legal requirements while supporting employees effectively.

Proactive preparation will ensure your workforce is informed, managers are confident, and your organisation is ready for compliance.

If you would like support with learning and development strategy for compliance with the Employment Rights Bill, get in touch with our expert team. You can contact us via our contact form, or email us at info@infoaware.com.