The Government’s Implementation Roadmap for the Employment Rights Bill: What employers need to know

The government has recently published a detailed implementation roadmap for the Employment Rights Bill, which gives some much-needed clarity on when and how the new employment rights reforms will be introduced, helping employers plan ahead and prepare for the changes.

Overview of the Employment Rights Bill and the Implementation Roadmap

The Employment Rights Bill is a wide-ranging legislative package aimed at updating and strengthening workers’ rights in the UK. It responds to several recommendations made in the Good Work Plan and seeks to improve fairness and clarity in the workplace. The government’s roadmap sets out a phased approach for introducing the reforms, beginning in the latter part of this year and continuing into 2027.

The roadmap breaks down the reforms into specific themes and identifies when each set of measures will come into force. These include changes around family leave, redundancy protections, whistleblowing, and increased protection against sexual harassment, among others. It also provides insight into the government’s priorities and the practical steps that employers need to take to comply.

Key updates for employers

One of the main purposes of the roadmap is to give employers time to understand the new legal requirements and implement any necessary changes to their policies and procedures.

Upon passage of the Employment Rights Bill, the first changes will happen without delay, including the immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016. This signals a pivot away from previous restrictions on industrial action. The Bill will introduce new protections against dismissal for employees participating in industrial action, giving greater security to those exercising their right to strike.

April 2026: Major Reforms Take Effect

A broader range of reforms is scheduled to come into force from April 2026, including:

• Collective Redundancy: The maximum period of the protective award in collective redundancy situations will double, increasing compensation risks for employers who fail to consult adequately.
• Family-Friendly Policies: Both paternity leave and unpaid parental leave will become day-one rights for eligible employees, removing current qualifying periods.
• Whistleblowing: New legal protections for whistleblowers will be introduced, requiring updates to internal reporting and response protocols.
• Fair Work Agency: The establishment of a new Fair Work Agency is planned, anticipated to play a regulatory and advisory role regarding workplace fairness.
• Statutory Sick Pay: The lower earnings limit and waiting period for statutory sick pay will be abolished, broadening eligibility and coverage for sickness absence.
• Trade Union Rights: A package of union-friendly measures is coming, including a simplified process for union recognition and the introduction of electronic and workplace balloting.

October 2026: Further Protections and Workplace Standards

Another wave of changes will arrive from October 2026, including:

• Fire and Rehire: New regulations will restrict unscrupulous use of fire and rehire practices, aiming to prevent employers from dismissing and re-engaging staff on less favourable terms.
• Fair Pay in Social Care: Regulations to enforce fair pay across the adult social care sector are set to be established.
• Tips and Gratuities: Tipping laws will tighten, with employers required to consult with workers regarding the allocation of tips, ensuring fairer distribution.
• Preventing Workplace Harassment: Employers will be legally obliged to take 'all reasonable steps' to prevent sexual harassment, and new duties will extend protections to encompass harassment by third parties, including in public-facing roles.
• Union Representation and Rights: Further trade union measures will expand representatives’ rights and protections, including enhanced protection against detriment for participating in industrial action and strengthened rights of workplace access.

Looking Ahead: Reforms Planned from 2027

From 2027, several longer-term workplace reforms are expected to come into force. Voluntary gender pay gap and menopause action plans will be piloted from April 2026, promoting inclusivity and women’s health. Stronger protections will safeguard pregnant employees and new mothers from unfair dismissal, while clearer guidance on preventing workplace harassment will help employers meet their duties.

A modern framework for industrial relations is also planned, along with the introduction of statutory bereavement leave to support employees during personal loss. Measures will address exploitative zero-hours contracts, and unfair dismissal protections will apply from day one of employment rather than after two years. Finally, flexible working rights will see further improvement to encourage workplace adaptability.

What this means for your business

Whatever the size of your business, and whatever stage in your lifecycle, understanding these upcoming changes is crucial. The phased rollout means that different rules will come into effect at different times, so a one-size-fits-all approach to compliance will not be effective.

Proactively reviewing your existing employment policies and contracts against the anticipated reforms is recommended. This might include updating family leave policies, reviewing redundancy procedures, and strengthening anti-harassment measures. Training managers and HR teams in the new requirements will also be vital to ensure smooth implementation.

Summary

The Employment Rights Bill roadmap offers valuable guidance on the government’s planned reforms to UK employment law. Staying informed and planning ahead will help businesses navigate these changes successfully and continue to foster a positive and compliant workplace environment.

If you would like assistance in understanding how the Employment Rights Bill will impact your business specifically or require help updating your policies, please get in touch. We are here to support employers through this period of important change.