Employment Rights Bill – Government Publishes Implementation Roadmap

The government has published the Employment Rights Bill Implementation Roadmap, outlining when new measures will come into effect. This comprehensive plan aims to raise living standards across the UK, with around 15 million workers expected to benefit from new rights starting later this year.

Highlights of the Roadmap include:

• Measures that will take effect after the bill is passed:

  • The Strikes (Minimum Service Levels) Act 2023 and most provisions of the Trade Union Act 2016 will be repealed to support improved relationships with trade unions and aiming to reduce the need for strikes.
  • New protections will be introduced to prevent dismissal for participating in industrial action to ensure workers can defend their rights without fear of losing their jobs.

• Measures that will take effect in April 2026 include:

  • The maximum period for collective redundancy protective awards will be doubled, offering greater financial security for employees affected by large-scale redundancies.
  • ‘Day one’ rights to paternity leave and unpaid parental leave will be introduced, supporting working families from the start of employment.
  • Enhanced whistleblowing protections.
  • A new Fair Work Agency will be established to enforce employment rights and promote fairness in the workplace.
  • Statutory Sick Pay reforms will remove the Lower Earnings Limit and waiting period.
  • Trade union recognition process will be simplified.
  • Electronic and workplace balloting.

• Measures that will take effect in October 2026 include:

  • Legislation will be introduced to prevent ‘fire and rehire’ practices protecting employees from being forced onto less favourable terms under threat of dismissal.
  • A Fair Pay Agreement body will be established for adult social care in England, aiming to improve pay and standards in the sector.
  • Tipping laws will be strengthened, requiring employers to consult with staff to ensure fair distribution of tips.
  • Employers will be required to take all reasonable steps to prevent sexual harassment and to protect employees from harassment by third parties.
  • Additional trade union rights and protections will be introduced, including enhanced rights for union representatives and further safeguards for those taking industrial action.

• Measures that will take effect in 2027 include:

  • Gender pay gap and menopause action plans (introduced on a voluntary basis in April 2026) to promote gender equality and support women’s health in the workplace.
  • Enhanced protections against dismissal for pregnant employees and new mothers will be introduced, safeguarding job security during and after maternity leave.
  • Further measures will clarify employers’ responsibilities in preventing workplace harassment, providing clearer guidance and stronger enforcement.
  • A modernised framework for industrial relations will be established to encourage fair and collaborative workplace practices.
  • Bereavement leave will be introduced, supporting employees during times of loss.
  • The use of zero hours contracts will be restricted to provide more stable and predictable working hours.
  • ‘Day one’ protection from unfair dismissal will be introduced, ensuring fair treatment from the start of employment.
  • Access to flexible working will be improved, supporting employees in balancing work with personal responsibilities.

The government is committed to supporting employers as the reforms are introduced. Official guidance and Codes of Practice may be published to clarify new requirements and support compliance. These resources may be developed by the government, Acas, or in collaboration with other organisations. We will keep you updated as new guidance is released.