Following publication of the Employment Rights Bill in October 2024 and the resulting extensive concern from employers, the Government has now published a comprehensive implementation roadmap. The roadmap outlines a phased timeline for one of the most significant overhauls of UK employment law in decades.

The aim of the reforms is to raise living standards and strengthen workplace protections, and it’s estimated around 15 million workers, or half of the UK workforce, will be affected.

The legislation forms part of the Government’s plan to Make Work Pay, as well as its Plan for Change. It introduces new entitlements for employees, creates new enforcement mechanisms, and sets out more obligations for employers.

The Bill, which has passed through the House of Commons, is now at the Report Stage in the House of Lords.

Key Changes and Implementation Timeline

The Employment Rights Bill will be introduced in phases, beginning shortly after its passage through Parliament and into 2027. The government has said this staged approach is intended to give businesses the clarity and lead time needed to plan and adjust.

Here’s a broad outline of that timeline.

Immediate (once granted Royal Assent):

• Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016.
• Protections against dismissal for workers involved in industrial action.

From April 2026:

• Statutory Sick Pay (SSP) eligibility extended by removing the lower earnings limit and waiting period.
• Day one rights to paternity leave and unpaid parental leave.
• New whistleblowing protections.
• Creation of the Fair Work Agency to enforce employment rights.
• Doubling the maximum period of the protective award in cases of collective redundancy.
• A package of trade union measures, including simplifying recognition processes and electronic and workplace ballots.

From October 2026:

• Legislation to ban fire and rehire practices.
• Establishment of a fair pay agreement negotiating body for adult social care in England.
• Strengthened tipping laws, requiring consultation with workers on fair distribution.
• Employers required to take “all reasonable steps” to prevent sexual harassment.
• New duties on employers to prevent third-party harassment.
• Further trade union rights and protections, including stronger safeguards for union reps.

In 2027:

• Enhanced dismissal protections for pregnant women and new mothers.
• Bereavement leave for workers.
• End to exploitative zero-hours contracts, with requirements for predictable hours.
• ‘Day one’ rights to unfair dismissal protection.
• Expanded access to flexible working arrangements.
• Gender pay gap and menopause action plans (to be introduced on a voluntary basis in April 2026).
• Clarified requirements for preventing workplace harassment.
• A modern framework for industrial relations.

Business Implications

For employers, the roadmap presents a number of changes that will require preparation adjustment. The Government has said it will publish detailed guidance ahead of each implementation date, alongside additional support via organisations such as ACAS.

The reforms are likely to increase employers’ responsibilities in areas such as record-keeping, employee relations, and compliance with new procedural standards. Hospitality, social care, and retail businesses, which often rely on flexible contracts or lower-paid workforces, may be particularly affected.

The roadmap also signals a shift in the relationship between employers and trade unions, with increased access rights and simplified processes for recognition and balloting. The expansion of employment protections from day one represents a significant departure from the current law.

Looking Ahead

Having clear timelines and advance publication of guidance should help with navigating the changes. There are also indications that there will be further consultations in some areas to make sure that the measures implemented will be practical.

With some measures coming into effect from April 2026, now is the time to ensure you have a plan to incorporate the changing legislation into your HR strategies, employment contracts, and risk management practices. If you have external HR support, check that they will be keeping you up to date and translating these changes for you. This is NOT going to be legislation to interpret yourself…