Workers will not gain the right to protection from unfair dismissal from day one of their employment for another two years, under government plans.

The timeline for the newly-published Employment Rights Bill indicates it will also take two years for the government’s promised ban on ”exploitative” zero hours contracts and for new measures on improving access to flexible working to be implemented.

It is the first time the government has set out a timeline for when the different measures within the Bill will be enacted.

The government said it gave firms “clarity and certainty”, but one business group said it would bring a “wave of disruptive changes”.

The Bill is currently still being scrutinised by the House of Lords and is not expected to reach Royal Assent until the autumn.

The government says that as soon as the Bill becomes law, it will repeal the strikes act of 2023 and the majority of the trade union act of 2016 to create what it says will be a “better relationship with unions”.

Other measures will come into force next year. From April, new whistleblowing protections, new day one paternity leave and unpaid parental leave rights will be enacted.

The promised Fair Work Agency will also be established along with changes to sick pay and trade union measures, including simplifying the trade union recognition process.

From October next year, the government says measures to be implemented will include ending “unscrupulous” fire and rehire practices, and changes to the tipping law to ensure a fairer tip allocation.

But some of the most contentious measures, which have faced the most opposition from business groups, will not come into effect until 2027.

These include measures to ban exploitative zero hours contracts, “day one” protections from unfair dismissal, and improving access to flexible working.

These measures will be subject to further consultation, and it is still unclear exactly how they will be implemented.

Business Secretary Jonathan Reynolds said the roadmap for the measures gave businesses the “clarity and certainty they need to plan, invest and grow”.

“By phasing implementation, our collaborative approach balances meaningful worker protections with the practical realities of running a successful business, creating more productive workplaces where both employees and employers can thrive,” he said.

TUC general secretary Paul Novak said the changes were “long overdue” and the new rights needed to be put in place “as soon as possible”.

However, Tina McKenzie, policy chair at the Federation of Small Businesses, said the timetable “sets out when waves of disruptive changes will now hit small employers in the coming months”.

“Without listening to proposals from business to improve these reforms, the changes simply add complexity and risk to new hiring and existing employment.”