Employment Rights Bill - The Roadmap

laura4918
Jul 8
3 min read

The Government has now published its official roadmap for implementing the Employment Rights Bill, a centrepiece of its “Make Work Pay” initiative and part of the wider Plan for Change. The Employment Rights Bill promises the biggest upgrade to UK workers’ rights in a generation, with changes rolling out in structured phases through 2025 to 2027.

As HR professionals, we now have clarity on what to expect, when and how to prepare.

What’s the Purpose of the Roadmap?

This roadmap is designed to give employers and employees a clear timeline for reforms, ensuring business readiness alongside new workplace protections. It includes consultations, draft legislation, guidance, and staged implementation windows.

“Our reforms will deliver tangible benefits to working people across the country... and we are working with, not against, business to make them a success.” – Rt Hon Angela Rayner MP, Deputy PM

When Do the Reforms Happen?

The rollout has been divided into four key phases:

At Royal Assent (Expected Autumn 2025)

Immediate changes:

Repeal of the Trade Union Act 2016 and Strikes (Minimum Service Levels) Act 2023
New protections against dismissal for employees participating in industrial action
Simplification of trade union notice requirements
Removal of the 10-year renewal rule for union political funds

Suggested action: Review union engagement procedures and industrial action response protocols.

April 2026

Major employee benefits and union-related changes begin:

Day 1 rights to paternity and unpaid parental leave
Removal of the Lower Earnings Limit and waiting days for Statutory Sick Pay
Launch of the Fair Work Agency
Whistleblowing protections enhanced
Simplified trade union recognition processes
Legal support for electronic and workplace balloting
Collective redundancy – double maximum period of consultation

Suggested action: Prepare payroll systems for revised SSP, and update leave policies and HRIS triggers for day-one entitlements.

October 2026

Workplace protections and union rights expanded:

Ban on fire and rehire practices
Stronger union access rights and duties to inform workers about joining a union
Sexual harassment prevention obligations, including third-party protections
Extension of employment tribunal time limits
Tighter rules on tipping and establishment of a Fair Pay Agreement Body for social care
TU Access and industrial action

Suggested action: Audit dismissal processes and grievance procedures; update harassment training and zero-tolerance policies.

2027 and Beyond

The final phase includes long-anticipated employment protections:

Day 1 protection from unfair dismissal
Flexible working as a default right
Introduction of bereavement leave
Mandatory action plans for the gender pay gap and menopause
Rights for pregnant workers and regulation of umbrella companies
End to exploitative zero-hours contracts (also applies to agency workers)
New blacklisting laws and collective redundancy consultation thresholds
Introducing power to specify steps regarding ‘reasonable’ definition employer takes on sexual harassment against employees.

Suggested action: Begin long-range planning to embed inclusive and flexible working norms. Communicate upcoming obligations to leadership teams.

Consultations Timeline: What’s Coming Up?

From summer 2025, the Government will launch rolling consultations to develop detailed legislation and guidance:

Summer/Autumn 2025: Day-one unfair dismissal, Fair Pay in Social Care, and trade union simplification
Autumn 2025: Fire and rehire, zero-hours contracts, rights for pregnant workers, bereavement leave
Winter/early 2026: Collective redundancy, flexible working, blacklisting, tipping law

ACAS will play a key role in developing Codes of Practice and providing support, training and guidance.

Summary

The roadmap offers clarity but also demands preparation. While the phased approach is welcome, many of the April and October 2026 changes will require meaningful system and policy overhauls, particularly around parental leave, trade union rights, and workplace safety.

To stay ahead: