TL;DR: Too long, Didn’t read
The News: The Employment Rights Bill has officially passed (Dec 2025).
The Catch: Most rules do not start today. They kick in during 2026 and 2027.
Sick Pay: Will become a “Day 1” right (no more waiting 3 days).
Unfair Dismissal: You will get protection much sooner (likely after 6 months), rather than waiting 2 years.
Zero-Hour Contracts: “Exploitative” contracts will be banned. You’ll have the right to a contract that matches your actual hours.
You might have seen the headlines: “Biggest Overhaul of Worker Rights in a Generation.” But if you go into work today and demand a new contract, your boss might just laugh at you.
Why? Because while the Employment Rights Bill has passed, the start dates are different. Here is the plain English guide to what you have won, and when you can actually use it.
Change 1: Sick Pay (Day One Right)
The Old Rule: You have to wait 3 days (waiting days) before you get Statutory Sick Pay (SSP).
The New Rule: You get SSP from Day 1 of your illness.
The Timeline: Expected April 2026.
Why this matters: No more losing income just because you have a short flu.
Change 2: Unfair Dismissal (The 6-Month Rule)
The Old Rule: Your boss can fire you for (almost) no reason during the first 2 years of your job.
The New Rule: You get protection from Unfair Dismissal much sooner. The government has settled on a 6-month probationary period. After that, they need a valid reason to fire you.
The Timeline: Expected January 2027.
Change 3: Zero-Hour Contracts
The Old Rule: You can work 40 hours a week for a year, but your contract still says “Zero Hours,” meaning you have no guaranteed income next week.
The New Rule: If you work regular hours over a 12-week period, you have the right to a Guaranteed Hours Contract that reflects what you actually work.
The Timeline: Expected Late 2026.
Change 4: Fire and Rehire
The Old Rule: Companies could fire you and immediately offer you your old job back on worse pay (Fire and Rehire).
The New Rule: This will be automatically Unfair Dismissal in most cases. Companies can only do this if they are literally about to go bust.
The Timeline: Expected Mid 2026.
A Quick Story: Meet Sarah
Sarah starts a new job in January 2026.
March 2026: She gets the flu.
Under Old Rules: She gets £0 for the first 3 days.
Under New Rules (starting April): She gets paid from Day 1.
July 2026 (6 Months in): Her boss tries to fire her because “she’s not a good fit,” but gives no evidence.
Under Old Rules: Sarah could do nothing (she hasn’t worked there 2 years).
Under New Rules: Sarah can claim Unfair Dismissal because she has passed her 6-month probation.
Should I Talk to My Boss Now? No.
Until these dates hit, the current laws apply.
If you are on a Zero-Hour contract today, you cannot demand a fixed contract yet.
If you have worked there less than 2 years today, you can still be let go without a full process (unless it’s discrimination).
Keep an eye on this page. We will update it the moment the dates are confirmed.
Summary: The Timeline
Now (Dec 2025): Bill Passed.
April 2026: Sick Pay & Paternity changes likely start.
2027: Unfair Dismissal & Zero-Hour changes likely start.
(Sources: UK Parliament – Employment Rights Bill, BBC News – Workers Rights Explained)
This guide is based on the Bill passed in Dec 2025. Implementation dates are estimates and subject to government confirmation.