The Government has finally published a provisional timeline for when their big employment law changes will be enacted and come into force. The general response seems to be that although the changes are not employer-friendly changes, the timeline has pushed back some of the most significant changes by quite some distance. This is good news for employers as it will afford more time to prepare but also it will allow for employers to have their say in some of the consultations the Government is launching. In these difficult economic times for the Motor Industry, it also gives employers a chance to potentially take actions whilst the law stays as it is (with lower thresholds on dismissals within the first 2 years of employment for example) before the changes come into play. The Government has said in their Roadmap Document they are consulting with stakeholders including businesses and “taking a staggered approach to implementing several of the most significant reforms. This is the right thing to do for both employers and workers. We are ensuring that there is a proper business readiness period so that businesses and organisations fully understand the details of our reforms and can prepare long before they come into force”. Timeline Updates Short-term changes There are two trade union related changes which will be in force in the very near future as soon as the ERB receives Royal Assent: Repealing most of the Trade Union Act 2016 and the Strikes (Minimum Services Levels) Act 2023. Protections against dismissal for taking industrial action. 2026 Changes April 2026: Collective redundancy protective award – doubling the maximum period of the protective award. ‘Day 1’ Paternity Leave and Unpaid Parental Leave. Further whistleblowing protections. Fair Work Agency body established. Statutory Sick Pay – remove the Lower Earnings Limit and waiting period. Simplifying trade union recognition process. October 2026: The changes to ‘fire and rehire’ legislation have been pushed back until October 2026 (the Government is banning F&RH aside from financial emergencies whereby an employer does not gain an employee’s consent to change their contract so they are dismissed then re-engaged on the changed terms). This is a surprising change as it is one of the Government’s flagship changes and there is not really much reason to delay the changes, consultation will not perceivably add much. Some have mooted the delay is a sign of some amendments, time will tell. Regardless, it is a good delay for employers in our view as any major reorganisations on contractual terms now can be done in the next year and a half on fire and rehire methodology. Employment Tribunal time limits changes to be implemented. Introducing an obligation on employers not to permit the harassment of their employees by third parties. 2027 Changes 2027: The major news is that the huge change to the 2-year unfair dismissal qualifying period (being abolished) has been pushed back to 2027 . This is good news for employers undoubtedly. The main reasons for the delay are consultations on how the new statutory probation period will work and that includes what the lower threshold for dismissal will be in said period. ACAS will also have to change their well-known Code of Practice to fit the new changes which is not an easy feat to do overnight as they will also likely consult with employee-centric groups and employer stakeholders. Ending the exploitative use of zero hours contracts and applying zero hours contracts measures to agency workers. This delay is to consult on the guaranteed hours element of the new changes, which all stakeholders involved have been complaining about as they are unbelievably complicated at this stage. This delay buys the Government more time to figure out the mechanics of implementing this change. Introducing a power to enable regulations to specify steps that are to be regarded as “reasonable”, to determine whether an employer has taken all reasonable steps to prevent sexual harassment. Again, this is welcome guidance which actually employers could do with arriving earlier. Nonetheless, this is a positive step for employers unusually for the ERB. As always, this advice is general in nature and will need to be tailored to any one particular situation. As an RMI member you have access to the RMI Legal advice line, as well as a number of industry experts for your assistance. Should you find yourself in the situation above, contact us at any stage for advice and assistance as appropriate. Motor Industry Legal Services Motor Industry Legal Services provides fully comprehensive legal advice and representation to UK motor retailers for one annual fee. It is the only regulated law firm in the UK which specialises in motor law and motor trade law. MILS currently advises over 1,000 individual businesses within the sector as well as the Retail Motor Industry Federation (RMI) and its members.