The Government’s flagship Employment Rights Bill is close to becoming law after clearing its third reading in the House of Lords last week on 3 September. It now returns to the Commons for the “ping pong” stage of amendments before receiving Royal Assent. First introduced in October 2024 as part of Labour’s “Plan to Make Work Pay,” the Bill marks the biggest shake-up of workplace rights in decades. Key measures include day-one protection from unfair dismissal, guaranteed hours for zero-hours and agency workers and stronger statutory sick pay and family leave entitlements. Other provisions target workplace culture and union rights. NDAs designed to silence victims of harassment will be void, while employers will face a duty to take “all reasonable steps” to prevent misconduct. Strike laws will be eased and a new Fair Work Agency will enforce pay and leave rights. The Bill also curbs “fire-and-rehire,” though the final version limits the ban to changes involving pay, pensions, or hours unless businesses can show extreme financial need. Implementation Timeline: Autumn 2025: Royal Assent expected; removal of minimum strike service levels; strengthened dismissal protections. April 2026: Day-one rights for parental leave; sick pay reforms; whistleblowing enhancements; launch of the Fair Work Agency October 2026: Stronger harassment duties; ban on certain fire-and-rehire practices; tipping reforms; longer tribunal deadlines. 2027 and beyond: Full unfair dismissal reforms and guaranteed hours expected. With Royal Assent expected within months, attention now turns to the fine print of secondary legislation and how the reforms will work in practice. Unions have welcomed the changes as a long-overdue boost to workers, while business groups warn of rising costs and reduced flexibility.