The Employment Rights Bill is set to be the most significant overhaul of employment law in a generation, with major implications for the construction sector. While the bill aims to strengthen workers’ rights and improve workforce stability, its effects will be far-reaching in an industry that has traditionally been reliant on flexible, transient arrangements, agency workers and contractors.

Current status and next steps

While details of the bill remain under review, organisations should prepare for potential changes. The government’s roadmap document, Implementing the Employment Rights Bill, outlines phased consultation and implementation, with some reforms expected from April 2026 and others not until 2027 – albeit the overall timetable for implementation may now be subject to some delay.  

Notably, day-one unfair dismissal reforms are unlikely to be implemented before 2027. Despite the cabinet reshuffle and much speculation, there will not be a massive U-turn on this. The bill is sure to pass. The House of Lords will consider the Commons’ latest amendments on 28 October 2025 and royal assent will probably take place by the beginning of November. 

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