Employment Rights Bill: Government publishes roadmap for implementation

On 1 July 2025, the UK Government published its official roadmap for implementing the Employment Rights Bill. The roadmap outlines a phased approach to delivering reforms under the “Plan to Make Work Pay,” aiming to improve job security, pay, and working conditions.

Immediate changes after royal assent

Once the Bill is passed, the Government will:

• Repeal the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016, aiming to foster a more constructive relationship with trade unions.
• Introduce protections against dismissal for taking industrial action, ensuring workers can defend their rights without fear of losing their jobs.

April 2026: major reforms begin

• Day one rights to paternity leave and unpaid parental leave.
• Statutory Sick Pay reform: removal of the lower earnings limit and waiting period.
• Whistleblowing protections to encourage safe reporting of wrongdoing.
• Fair Work Agency established to enforce labour rights.
• Collective redundancy protective award doubled to enhance financial security.
• A package of trade union reforms, including simplified recognition processes and electronic/workplace balloting.

October 2026: strengthening worker protections

• Ban on fire and rehire practices.
• Establishment of the Fair Pay Agreement Negotiating Body for adult social care in England.
• Tipping law reform, requiring consultation with workers on tip distribution.
• New employer duties to prevent sexual harassment, including by third parties.
• Expanded trade union rights, including protections for representatives and access rights.
• Employment tribunal time limits extended.

2027: final phase of reforms

• Day one protection from unfair dismissal for all workers.
• Ban on exploitative zero hours contracts, including for agency workers.
• Bereavement leave
• Flexible working rights
• Enhanced protections for pregnant workers and new mothers.
• Gender pay gap and menopause action plans (voluntary from April 2026).
• Further harassment protections, including clearer definitions of “reasonable steps.”
• A modernised industrial relations framework to promote collaboration.

What employers should do now

Employers should begin reviewing contracts, HR policies, and internal systems to prepare for the upcoming changes. Early engagement with legal advisors is recommended to ensure compliance and minimise disruption.

Next steps

These reforms reflect a major shift in UK employment law, with the Government committed to delivering tangible benefits for workers while supporting business growth. Our employment law team is monitoring developments closely and will continue to provide updates as consultations progress and legislation is finalised.

If you would like assistance with compliance planning, policy reviews, or training, please get in touch.

How we can help

Our employment law team is advising clients on how to prepare for the Employment Rights Bill and its forthcoming regulations. If you would like assistance with compliance planning, policy reviews, or training, please get in touch.

For more in-depth guidance or support on The Employment Rights Bill, book a free 30-minute consultation with a member of our Employment team today.

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This content is correct at time of publication