<p data-pm-slice="1 1 []">The Employment Rights Bill has entered its report stage in the House of Lords, with four scheduled sittings in July. During this stage, the Bill will continue to be scrutinised by the Lords, and further amendments may be proposed and approved. The House of Commons is due to begin its summer recess on 22 July, returning on 1 September. It is therefore unlikely that the Bill will be finalised before the autumn. In the meantime, the government has published a roadmap for implementation, including the timing of further consultations and anticipated commencement dates for a phased introduction of the provisions in the Bill. The roadmap highlights that many areas will require secondary legislation, as well as new or revised guidance and statutory codes of practice. In summer/autumn 2025, consultations are expected on day one unfair dismissal protection, the statutory probation period, some trade union measures, zero-hour contracts, and new rights for pregnant workers. In winter/early 2026, the government plans to consult further on trade union measures, tightening tipping law, collective redundancy and flexible working. The roadmap also sets out the government’s “initial view” on commencement dates. Most of the Trade Union Act 2016 will be repealed at Royal Assent or soon after. Other measures will take effect in April 2026 (including changes to Statutory Sick Pay, simplifying trade union recognition, and day one paternity leave rights) and October 2026 (including changes to requirements on preventing sexual harassment, third-party harassment, tribunal time limits, and the two-tier procurement code). Measures not due to take effect until 2027 include gender pay gap and menopause action plans, changes to the collective redundancy consultation threshold, applying zero-hour contracts to agency workers and the day-one right to unfair dismissal.</p>